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Home » A good egg requires gentle handling
A good egg requires gentle handling
Shane O'Halloran
KEYWORDS cleaning and sanitation / conveying / lubricants
Nutriom uses two VAC-U-MAX pneumatic conveyors with a mixer. One system breaks up the powder and puts it into the mixer, while the other pulls it out of the mixer. Source: VAC-U-MAX.
Nutriom sets the bar high when it comes to producing its natural, powdered egg products, Ova Easy and Egg Crystals. So when the screw conveyor in its Lacey, WA facility required frequent, unexpected attention, Plant Manager Leonardo Etcheto knew it was time to look for a better solution.
Nutriom's process preserves the flavor and functionality of the eggs, and the company needed a system that would work within that specialized process to improve efficiency without damaging the crystals. "The screw conveyor was a difficult system to handle," says Etcheto. "There were a lot of moving parts, and that meant there were more things that could go wrong. It was a difficult system to clean and maintain."
Improved efficiency and gentle transfer weren't the only requirements. "We needed a conveyor manufacturer that was able to modify its equipment to meet our needs," Etcheto explains. "We wanted something that would not touch the product. Plus, it had to be full stainless steel and allow us to get away from having to use oil."
The food-grade screw conveyor at the Lacey plant had a plastic housing, which had the potential to deposit debris or shavings into product without being detected. The screw conveyor also housed a gear box on top of it that required expensive H1 lubricants which, on occasion, despite regular maintenance, would leak and create a mess.
"We have a lot of height restrictions because our building is older and has many areas with low ceilings. VAC-U-MAX was able to come up with a system that could fit in the space we have," Etcheto says.
Etcheto began with one VAC-U-MAX pneumatic conveying system, and based on its successful performance, "we just kept adding," he says. Now, the facility utilizes two pneumatic conveyors that connect to packaging systems, two that connect to the low-temperature dryers and two that connect to a mixer—one system breaks up the powder and puts it into the mixer, and the other pulls it out.
"One of the reasons we use pneumatics is because we produce a very high-quality, high-priced product, and we want to make sure we maintain the high quality. The systems do a good job pulling the product without damaging it."
Previously, the screw conveyor ground down the egg product as it transferred the material, making the crystals more difficult to handle. The screw conveyor also needed a fair amount of egg to be in the system for it to work properly, which sometimes bogged down the process.
"The enclosed system allows more ideal handling," says Etcheto. "It's standard GMP to make sure nobody is handling our product, and the system easily allows us to do that. Product is always traveling pneumatically through stainless lines," he says. "The system is definitely cleaner than the screw conveyor we used before."
VAC-U-MAX's systems are fully enclosed, protecting materials from air, dirt and waste. Because product does not escape from a vacuum conveying system, particulates that can endanger or jam expensive equipment are prevented from entering the environment.
The vacuum conveying systems have a complete stainless steel construction, and all product contact areas are 316L with a polished surface for ease of cleaning and product flow. Nutriom utilizes two types of vacuum generation to accommodate its unique process. For areas with low ceiling clearance, VAC-U-MAX modified its filter lids to fit the tight spaces; these units use compressed air to generate vacuum. In areas where ceiling height is not an issue, more efficient vacuum pumps are utilized. To further accommodate Nutriom's stringent standards, the conveyor manufacturer used stainless steel rings to replace the iron rings that secured the filter.
The systems have also improved ergonomics in the plant. "One of our systems moves the powder 10 ft. up. Before implementing the pneumatic conveyors, the material had to be transferred manually," says Etcheto.
"Over time, it's really been surprising how reliable the VAC-U-MAX systems are," Etcheto adds. "With the screw conveyor, we had to do something to it at least once a month. By replacing it with a pneumatic conveying system, we have saved over $150,000 annually."
Doan Pendleton, info@VAC-U-MAX.com, 973-759-4600
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Are software engineers with PhD in demand in Academia?
I'm about to defend my PhD in Computer Science in a couple of months, and I'm struggling with deciding on a future career path. Over the course of the 8 years I spent in an academic environment, I familiarized myself with advances and challenges of formal software development. I also learned a lot about myself. It might sound a bit depressing but right now I don't think that it's my vocation to be a scientist. I feel that there are lots of talented people who will do the research with a lot more passion and way better than me and that a mediocre researcher is of no use for society.
However I think I would love to work with scientists as a software engineer. I came to this point because I like developing software, I have high respect for science and would happily support the research with tools, and implement the research results in software. Being in a research environment I might become more inspired with science someday and will switch to research.
This being said my question is: are software engineers with a research background & PhD in demand in the academic world? Do they allocate funding for such people in universities/research labs? What should I expect from a career of a research software engineer? Would it be considered strange if I applied to a PostDoc position saying that I want to concentrate primarily on software?
I would appreciate any comment or advice. Thank you.
phd postdocs career-path computer-science
Faheem Mitha
OlleyOlley
Quite related, although run by volunteers: software-carpentry.org – user7112 Nov 11 '13 at 11:07
If you are interested in life sciences, there is a high demand for programmers/bioinformaticists. – Bitwise Nov 11 '13 at 14:19
tl;dr: Yes, some universities do value software engineers with a research background.
University College London (UCL), for example, has a Research Software Development Team (RSDT), which specialises in providing software engineering by programmers with a science-research background.
From the first of those links:
This is a team of professional software developers with particular expertise in designing, constructing and maintaining software for academic research.
Our goal is to enhance UCL's capacity to produce high quality scientific software, from the simplest scripts to complex simulations running on state of the art high performance computers. We do this by collaborating with researchers who are creating their own software
How is it funded?
The work can be funded in one of several ways. It can be funded through university core funding. The work can be bid for as part of a research funding proposal or consultancy contract. It can be funded as part of a research grant for generic research software development.
The UCL RSDT team work alongside researchers on scientific projects. They co-author papers with them, transfer best practice & skills into the team, and hand over well-crafted, well-documented software (and its version-control history) for research.
The team do have research backgrounds themselves. They help select / develop the algorithms. When starting a new project, they read some of the background literature to the project - particularly that relating to the algorithms - to get enough grounding to enable them to ask meaningful questions of the researchers who they're working with.
And (touching on a comment by dgraziotin), the team host Software Carpentry Boot Camps for research staff and doctoral students. This gives the attendees an introduction to key concepts that they might otherwise not be exposed to, such as unit testing, version control, and working from the command-line.
Do many universities do this?
At the moment, this isn't an initiative at many universities that I'm aware of. However, given the success of UCL RSDT to date (the team is now expanding again), and the growing awareness of the concept of the Research Software Developer ("a new type of hero", as described by Neil P Chue Hong, Director of the Software Sustainability Institute), this is probably an idea whose time has come.
I am a little involved with the research software development effort linked to above.
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Interesting answer. Do these software developers have any scientific/research input? Do they help develop the ideas/algorithms, or do they just implement other people's ideas/algorithms? Also, do they typically have a research background themselves? – Faheem Mitha Nov 10 '13 at 19:45
@EnergyNumbers Thanks, I read about UCL RSDT recently, but this initiative still seems to be quite unique, no? My wishes of best luck to you though, I hope you will successfully promote the RSD idea worldwide. – Olley Nov 10 '13 at 20:55
@EnergyNumbers Thanks for your answer and edits, I accept it with pleasure, still I welcome others to express relevant comments, if any. – Olley Nov 11 '13 at 17:00
There are also various research labs that have (many) such positions. For instance IIRC in ADSC Singapore (adsc.illinois.edu), more than half of the staff are considered scientific developers, all of them with PhD and decent salary. – xLeitix Feb 20 '14 at 10:00
UCL RSDT is not unique, there are groups like this springing up at many UK universities. My university has a strong RSE (research software engineering) team. The OP might be interested in the Society of Research Software Engineers (society-rse.org) – Ian Sudbery Nov 1 '20 at 12:24
Short answer: it looks ilke it, yes. I don't know where you are in the world but, when I've looked at academic jobs sites in the UK and USA, there have always been lots of ads looking for people to develop software for research teams – especially in bioinformatics but also in any area of science where computer modelling can be applied profitably. I've not looked closely at these ads but my impression is that, unlike the group discussed by EnergyNumbers, these are mostly fixed-term positions within a specific research group, tied to a specific grant. But the demand does seem to be there.
David RicherbyDavid Richerby
A PhD carries weight in academic environments in a way it doesn't in any other context. Your colleagues will respect someone with a doctorate more, and it will provide opportunities for job opportunities within academia that are closed to people without a PhD. Depending on quirks of college funding, you may even find yourself joining the faculty in capacity (visting assistant professor, research professor, etc.) rather than simply being staff or an adjunct professor. Staff employment is typically grant-dependent, and semester-to-semester contingency the lot of adjuncts.
Software PhD's are probably more in demand outside of universities. Check the salary differences an decide accordingly.
MoxMox
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redpajama_set_name: RedPajamaCommonCrawl


Editor's Note: Guest Contributor Dr. Neil Baum presents practical doctor-to-doctor advice about improving the patient experience based on his 30 years of real-world experience as a practicing urologist in New Orleans. A positive patient experience—and patient satisfaction—has a planned beginning and closing.
Janus is the Roman god of doors and gateways but also the god of beginnings. Interestingly, good beginnings are required for good endings. The Temple of Janus had doors facing east and west, which allowed illumination of the temple at the beginning and the end of the day. Most statues of Janus show him with two faces facing opposite directions.
The Janus principle in your medical practice is the idea of creating a favorable beginning of the doctor-patient interaction, which culminates in a favorable ending.
How to get off to a good a good beginning?
It all starts with the first impression. There's a world of difference if the doctor enters the room and launches into medical questions versus the doctor who uses the first few seconds to talk about some non-medical topic such as the patient's family, work, or last vacation.
This information can be obtained by keeping social progress notes on the written chart or on the first screen of the Electronic Medical Record (EMR). Now the doctor demonstrates his interest in the patient and not an organ system, a diagnosis, or lab or X-ray report. You can be sure that this registers in a positive way with your patient and well worth the few seconds it takes to demonstrate caring for the whole patient.
Closing the office visit is the natural conclusion of every patient interaction. Every patient visit needs to terminate with a successful close. You will know you have closed successfully when the patient agrees to your advice, promises to take the medication, obtain the studies you suggest, or accept the surgical procedure you recommended. Most patients leave without any physical evidence of their commitment to the doctor. The close is intangible but you can easily recognize the signs of agreement or rejection.
The Janus principle focuses less on rote formulas such as ending each visit with, "Is there anything else I can answer for you today?" It does take into consideration the general tone and feel of the conversation with care and attention to begin well and to close well. If it is done well, you have buy-in from the patient and a greater likelihood of enhanced compliance from the patient and improvement in patient outcomes. You increase the buy-in if you learn to listen to what the patient says and pay attention to both verbal and non-verbal clues, which provide you with the feedback of the success of your close.
Doctors have the luxury of asking probing questions. I am always amazed at the depth of questions that I am allowed to ask in areas that no other person could ask another individual. After meeting a patient for the first time, I am able to ask about their personal life and other typically private matters. No other professional could possibly accomplish this except a physician.
In order to be successful at asking probing, we must be genuine and caring and avoid making the patient defensive. The best probing questions are open ended and not answered by mere yes or no. It is a far better question to ask how the chief complaint is impacting the patient's quality of life rather than is the pain mild, moderate or severe.
Next, validate or acknowledge probing question that you ask. This can be a head nod or use the echo technique of restating the last phrase of the patient's response to your probing question. This lets the patient know you have heard his response and you are paying attention to the discussion.
Psychologists point out that 70 percent of the population respond better to suggestions than to warnings. Nearly 80 percent of patient buy-ins are made emotionally, and then they use logic to defend their behaviors. You might approach the close by asking the patient what they feel about the lifestyle changes you might be suggesting for them. If the patient agrees to the plan of action, you can ask for agreed upon goals. Perhaps you can ask the patient to join the YMCA or a local gym and commit to an exercise program with the goal of losing two pounds in the next month or before their next visit.
This brings the Janus close to a successful conclusion. You use the probing questions, provided the patient with motivation, and then receive their commitment and buy-in resulting in improved compliance.
Bottom Line: We have less time to spend with patients because of the greater volume of patients that most of us are going to be seeing in the near future. We will have to be experts at communication in order connect with our patients, beginning with great openings and positive closings. The Janus close starts with a good beginning and then has a happy ending.
This article is published with permission of author, Dr. Neil Baum, a nationally recognized urologist, speaker and author. The original version of his post, The Janus Principle and Your Medical Practice, was published on his blog and is presented here with the author's permission. Dr. Baum has been in the private practice of urology in New Orleans, LA, since 1978 and is Associate Clinical Professor of Urology at Tulane Medical School and Louisiana State University Medical School. He is the author of Marketing Your Clinical Practice—Ethically, Effectively, and Economically (Jones and Bartless, 2009, 4th edition).


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Of sacred cows ...
Fikile-Ntsikelelo Moya Wednesday, 26 July 2005 08:22
You are visiting South Africa to take part in a series of public lectures on the "meaning of Nelson Mandela". What is the meaning of Wole Soyinka?
I would not bother to describe myself -- that is for others to do. Maybe the question is: Where do I feel most comfortable?
I am a playwright, but I take out my polemics in the essays I write. I find fulfilment in expressing ideas through essays. I would say that I am a playwright, essayist and social commentator.
And the meaning of Mandela?
I doubt anyone would want to give a literal answer to the question; it would be pointless. I see it, rather, as an intellectual provocation to discuss Mandela from a chosen perspective.
We are making a voyage around Nelson Mandela from our own perspective. As a cultural worker, I choose to look at him through a cultural prism, paying attention to his strong personal identity. He is a man who has identified himself not only with the black race of Africa but with the notion of one humanity.
Mandela is often described as a man of peace and reconciliation, yet one reason he is a hero to millions is that he helped found and command a guerrilla army. Is that not a contradiction?
Being a man of war does not mean you cannot be a man of peace. Peace does not contradict justice, but, to attain justice, certain methods may be adopted which appear, on the surface, to be a contradiction. It is a contradiction only in quotes.
What lessons can be drawn from Mandela's life and politics?
One of the major lessons is that the past must be put into its proper perspective so that it does not inhibit progress. Mandela does not preach that the past should be obliterated -- indeed, it must always be part of one's perspective.
But, while credit must be given to leaders for genuine efforts to liberate their people, you cannot allow the weight of their past contribution to burden the future.
[Zimbabwean President Robert] Mugabe is an obvious example. He is a man who should not be short-changed [for his contribution to the Zimbabwean struggle], but now he has become the very thing he fought against.
History is full of genuine freedom fighters who became monsters. But we cannot allow our gratitude for their contribution to become a tool of our oppression.
How can civil society tell when a genuine leader shows signs of turning into a dictator?
The moment a leader behaves as if he believes power is a personal possession, rather than something that belongs to a collective. When he begins to suppress freedom of speech, of association and is not responsive to initiatives for change. That, of course, includes the usual things such being corrupt, having disregard for the rule of law and being unaccountable.
Is civil society in Africa fulfilling this role?
It has become stronger over the past decade. It needs to be strong and remain a watchdog over governments. The so-called masses, the workers and the poor, are politically sophisticated and have identified principles that go beyond bread-and-butter issues. They want assurance of their dignity, of their right not to be arbitrarily arrested, not to have their homes destroyed over their heads and not to be treated like children. If you deny people the right to express themselves, you treat them as children -- the same way that the colonial masters used to treat us.
How can Africans advocate these rights and still seek to benefit from globalisation? Doesn't globalisation imply minimal government and the harsh "structural adjustment" of economies?
If you look at the poorest and the richest countries, one thing that remains constant is the demand for the right to a voice. This includes having a say in government spending and priorities.
Governments often have to decide [on national priorities] in the light of their countries' earnings and trade position. The trouble comes when they do not invite opinion or explain their positions. It is not only every four or five years that you need to explain your policies. You should treat them [voters] as adults and engage them in debate all the time.
Do governments have a responsibility to create conditions for a vibrant civil society?
I don't think so. That would be asking for too much.
How, then, should civil society in Africa strengthen itself?
Success breeds imitation. Africans have seen the success of civil society in other countries, particularly in Europe. They have seen how other countries have overcome Stalinism, and dictatorships being challenged.
In Nigeria, for example, civil society rose against a brutal dictatorship. And after [former strongman General Sani] Abacha's dictatorship, we have remained on our guard. Civil society challenged the new government when it began to erode civil rights. When civil society wanted to organise a national conference, the government talked threateningly of "near treason". When civil society showed it would not back down, the government went ahead with its own national conference, after refusing to hold it for five years. This resulted in a deadlock, as you would expect, because it was done without sincerity.
What about divided societies?
There will always be differences within society. There can be several national characters, within one nation, that sometimes seem to be at war with one another. The key to managing differences is the rule of law and ensuring that the law is applied equally.
This is something South Africa has demonstrated and where it has taken the lead in rejecting the concept of sacred cows. You get sacred cows when you have a culture of impunity and erode public confidence in the rule of law.
Are you referring to the prosecution of former deputy president Jacob Zuma?
Factions within the ruling party and its allies are not happy with that prosecution ...
You will always find those who want to cling on to the concept of the sacred cow. The voice that triumphs eventually is that of the rule of law. The important thing is that he [Zuma] is being taken through the process. Society must take it in its stride.


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The female representation in Tech
8 months ago by Niloufar Nejad
An insight into the tech market over the past few years and why women are still missing
In the year 2021, just over 33% of STEM students in Germany were women but only 17% were employed by IT start-up companies.
According to Gwi-boell, the IT job landscape consists of over 80% males - and the majority of women don't want to engage or retrain for tech employment. 36% of females in tech don't feel that there are enough changes within their companies with the goal of improving the gender gap.
However, 63% of men in the tech sector perceive their company to be "equal employers" when it comes to the gender gap. This shows a distinct disparity in how company's efforts are perceived between those who identify as male and female.
According to womenintech, other reasons why women decided to move away from the tech industry are the lack of promotion and that it is dominated by males. Many report not being taken seriously in this industry when it comes to their opinion and status.
Main reasons:
The digital field is still male-dominated, and only 17% of the tech companies in Germany are women (this is 19% worldwide). Gwi-boell states the barriers that women face, which could contribute as to why the volume of women in tech is still so low:
Not everyone has access to the required technology such as a laptop
Due to missing work experience in the digital and tech sector, a lot of women face a lack of confidence.
They have never received any support from local boot camps, or digital training programs in order to apply for IT roles in the tech industry.
Employers during the interview stage are biased and women still face discrimination.
Companies don't see a stable career for women because of maternity leave, burnout phases or because of their lifestyle through their religious background. According to Aclu, for some businesses it can be too difficult to embed religious practices in a typical European/Western company. Some of the religious practices could require prayer breaks, fasting during religious holidays, or exceptions to uniforms.
According to (Lennon & Miller, 1984, p. 2, emphasis added) and (Conner, Peters, & Nagasawa, 1975; Davis, 1984; Douty, 1963), a religious head covering often forms a large portion of a first impression – because we rely on visible cues and seek information based on these sources.
Women in the tech can face several ways of barriers and discrimination through job-seeking processes. It's common for a woman to be asked if they have children or if they are planning to have children, as it's often assumed as more challenging for a woman to go back to work full time after starting a family. Statistics also suggest that women with refugee status rarely reach interview stages – particularly those who wear a religious head covering.
How to increase the number of women in the tech sector:
In order to attract more women and other people coming from diverse backgrounds, it is important not to fall into the pattern of tokenism. For example, hiring someone just because they come from an under-represented group in order to appear as inclusive would be classed as tokenism. Instead of focusing on people of a represented group at the end of the team-building stage, try to have an "equal balance" and perform actions that attract every one of your potential candidates right at the beginning of the interview stage.
Here are the following ideas to attract more diverse candidates - including women:
Become aware of unconscious bias and try to have a neutral mindset when interviewing a woman or anyone else.
Rethink your employer's brand, online presence, and work policy if these are attractive to a diverse group of people. Does it represent a diverse group of people?
Present a clear statement and show your company values.
Support or initiate public funding that provides training and education programs. These should be accessible to everyone and consist of diverse leadership and diverse participants.
Embed and promote the regulation to remove photos and other personal data from CVS. This will help reduce bias when looking at CVs.
If necessary, restructure your company policy in order to embed equality for every gender.
Present clear career development careers and training sessions.
Make sure to create an inclusive environment in your business by offering everyone equal and flexible work requirements so everyone can express him/her/themselves. According to womenintech, other reasons why women decided to move away from the tech industry are the lack of promotion and that it is dominated by males. The problem is that they don't feel taken seriously as a person when it comes to setting through their opinion and status.
Where can women and other under-represented groups find support?
17goalsmagazin provides several initiatives in Germany to bridge the Gender Digital Gap:
One of them is the institution called shetransformsit which supports courses in politics, business, civil society, education & science and supports women in the digital transformation. They can be found via the hashtag #SheTransformsIT
Another institute is Global Digital Woman that provide training, events, and workshops about digitalisation and female empowerment.
The Digital Career Institute provides courses online and is accessible to everyone. It started as an initiative to integrate refugees into the job field of tech and digitalisation. Nowadays, they train everyone who is interested in a tech career.
Meetup is also a great platform to meet like-minded people. You could join a group that has tech training courses, for example: "discover: code-free coding workshops for women"
There are plenty of professional platforms for coding that include a diverse audience.
The benefits to include more women in the tech sector are that it firstly improves the gender gap which helps to improve equality in society as a whole. You'll create a more diverse working environment which will, in turn, boost company culture and will attract a wider variety of applicants for future roles.
Working on one project will be a different procedure when including women.
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On May 1, 2017, The Real Estate (Regulation and Development) Act, 2016 (RERA) became effective in the entire country. RERA was formulated and came into existence to bring transparency in the real estate sector.
It is that time of the year again! The Sun is up, at its peak, wearing us down in valleys of sweat. Humidity, pollution and the scorching heat tends to be a dampener, making us feel exhausted, negatively affecting our productivity at the workplace.