Standardization of anilox measurement techniques

An article in the December issue of Flexo magazine ( http://www.flexomag.com/ ) entitled "Your Ruler or Mine?" describes the (FQC) Flexo Quality Consortium's latest endeavor, which is to perform gauge studies of the various methodologies used by anilox manufacturers to determine anilox roll cell volume. This study is vital to insuring that printers have good information to work with when trying to match color on press, run repeat print jobs or transfer a print job from one press to another.

Anilox cell volume is a major contributor to determining ink lay down and the consequent print density. It is critical to have accurate cell volume data for proper anilox selection. The problem is that there are multiple methods for determining cell volume and the methods do not always yield the same volume determinations. As a result, one manufacturer's rolls will not necessarily print like anothers, even if the stated cell volumes are identical.

Cell volume refers to the carrying capacity of the microscopic cells on the roll surface. The standard unit of measurement is BCM (Billion Cubic Microns/square inch). BCM essentially looks at how much ink a given cell can carry multiplied by the number of cells occupying a square inch of the roll's surface. The cells act like microscopic measuring cups, which contain a specific, precise amount of ink. The more accurate the measuring cup, the more predictable will be the amount of ink it carries.

Unfortunately, cells produced by lasers do not have perfect wall geometries. There are microscopic variations in wall peaks, contours and wall thicknesses. Even the cell bottoms have variations. This is not an indictment of the anilox manufacturers or the engraving technologies currently in use. It is simply a statement of fact.

Cells have rounded or somewhat rounded bottoms, which makes measurement difficult. Porosity in the ceramic material itself results in variations in depth. Variations in peak formation result from evacuation of debris from the laser engraving process. Additional variation comes as molten ceramic is recast during the formation of adjacent cells. Variation in wall contours come from a combination of porosity and minuscule variations in energy distribution within the laser beam itself, as well as in the delivery of that energy through optics that may have dust or microscratches on their surface. Wear and tear to electronics, as well as mechanical components of the laser and delivery system can also contribute to cell-to-cell variations.

Because of these variations, cell measurement is extremely challenging. Having an industry standard measurement technique would provide a common "language" for describing anilox carrying capacity.

Currently, there are 3 main types of measurement technologies used in anilox manufacture: liquid, optical, and interferometric. Impression tape used for most anilox audits these days makes a microscopic reverse mold of the cells, which can then be evaluated with one of the measurement technologies.

Disposable liquid volume measurement strips represent a variant on the liquid volume method. Liquid volume measurement involves applying a known volume of a liquid to the roll surface, spreading the liquid out across the roll surface, applying a special absorbent paper to the roll face and then measuring the surface area of the 'wet' surface or blot. Computer software then calculates how large the cells would have to be to create a blot of that size with the liquid applied.

Optical measurement involves using a high-powered optic microscope to measure the cell width and depth. Most microscopes currently in use utilize computer software to then calculate volume based on the measurements received.

Interferometry bounces light off the roll surface through special optics. This light creates an interference pattern that the computer software interprets to generate a volume reading.

Each of these systems utilizes a proprietary software package based on independently determined mathematical models. Each has advantages and disadvantages. Each of these systems has the potential to have measurement accuracy affected by system condition and vibration. Measurement0s from each method can be adversely affected by improper operation. Unfortunately, each system has a different level of Repeatability and Reproducibility. In other words, variation from operator to operator and variation in multiple readings produced by the same operator. Ascertaining which system offers the best R&R through gauge study analysis, will go a long way to helping the industry to develop standard measurement criteria.

The variability between systems was highlighted in a study conducted in 2008 inwhich a single banded anilox roll was set to each anilox manufacturer. The manufacturers then measured the roll using their technique of choice. The readings were then compiled by the company that initiated the study. The results were eye opening. Depending on linecount, the variation between manufacturers and methodologies was as much as 40%. When evaluating the results from multiple manufacturers using the same methodologies, evidence strongly suggested the highest R&R coming from interferometrtic measurement. The scientific analysis produced from the FQC study is vital to broadening the industry's understanding of anilox measurement and helping insure printers have good, reliable information to facilitate color-match on press. The FQC deserves a great deal of credit for taking on this daunting, but incredibly important initiative.

Help with Haiti earthquake relief

With tens and perhaps hundreds of thousands dead, as well as countless more injured and homeless, it is only natural to pour your heart out to the people of Haiti. While they certainly would welcome your thoughts and prayers, what they urgently need is food, clean water, shelter and medical treatment. This is a great time to pitch in and help. There are numerous agencies and organizations seeking donations for the relief efforts. To avoid scams and insure your donation gets help to those that need it, please direct your contribution through legitimate organizations such as the American Red Cross at http://www.redcross.org. If you are not in a position to give cash, remember that a catastrophe of this magnitude puts a huge strain on blood supplies. Giving blood is giving the gift of life. Please donate today at http://www.bcw.edu/bcw or your local blood center.

Developing positive attitudes based on clearly defined expectations

When I was writing my book, I met with Mike Erwin, President of Tailored Label Products; a company recognized with numerous awards for business management, quality, and community involvement. Mike shared many of the techniques he uses to motivate his employees to achieve goals. An important component of motivation is clearly articulated expectations of the employees, as well as those of leaders. Mike made lists of expectations for each group and shared his lists with me for inclusion in the book. Since they were not included in the book, I thought I would share them here as there are good lessons to be learned from them.

Expectations of Employees:
*Be loyal to vision
*Be dependable and reliable
*Be responsible for his/her actions
*Be trustworthy and honest
*Be alert & safety concious when performing work
*Be flexible, open to change & willing to consider new ideas
*Participate in team meetings
*Offer & provide direction to coworkers when needed
*Be trained & knowledgeable about your job
*Have apositive attitude
*Be a good decision maker
*Be a team player
*Give positive & negative feedback
*Be a good communicator & listener
*Have a high self esteem
*Be willing to take direction
*Help make the work environment enjoyable
*Be dedicated and willing to take an extra step to help
*Be willing to train coworkers o& change process
*Try to be reasonable & get along with people
*Control your temper
*Work well under pressure
*Know when to ask for help
*Be objective & look at things with an open mind
*Work smart

Expectation of Leaders:
*Be willing to set the example
*Support our vision
*Accept responsibility & accountability
*Work well under pressure
*Be patient, but willing to take action when necesary
*Be secure and confident in your own ability
*Get information before you act
*Give positive & negative feedback
*Respond to employees' suggestions and concerns
*Promote union & management cooperation
*Be decisive
*Have a positive attitude
*Be fair & consistent
*Be a good coach
*Be accessible
*Be willing to listen
*Be a good motivator
*Control your temper
*Be honest & trustworthy
*Have a sense of humor
*Be organized
*Be a good communicator
*Be respected
*Follow up on what you say
*Be willing to change
*Be open minded
*Be enthusiastic
*Be a good team player

FTA Great Lakes helps printers weather the economic storm with advice for getting the most from their employees

If Snoopy was sitting on his doghouse, about to write a novel, he might begin with “it was a dark and stormy night”. He could have written the same thing if he were writing about the 2010 kick-off meeting for FTA Great Lakes. With winds swirling and a foot of snow falling, nearly two dozen flexo professionals trudged through the drifts to Waukesha County Technical College to learn how to get the most from their employees. The meeting focused on training and motivation as two keys to improving productivity and profitability.

Joe Weitzer, Director of Corporate and Community Training for WCTC described some of the Graphic Arts degree programs offered by the school including Printing, Print Media, and Graphic Design, as well as certifications in Marketing, Digital Photography and Commercial Printing. He also talked about their programs for developing critical core workplace skills. He made a point to mention the availability of grant money that companies can take advantage of in order to offset the costs of employee training.

Dean Flowers, Associate Dean for the Graphics Department, spoke specifically about the Flexographic Printing program. He then led the group on a tour of the various printing/graphics training areas. WCTC offers training on multiple print platforms including flexographic, lithographic and digital. Their students are trained in design, prepress, workflow and press operations. The state-of-the-art facility features a digital photography studio, multiple computer labs, as well as a variety of prepress, press and finishing equipment; enabling the students to get hands on experience with equipment they would find on the job.

WCTC uses pier review to build critical evaluation skills. The program culminates in an open Portfolio Night, where the student’s work is on display for review by staff, students, industry professionals and the community at large. Dean said that the pier review process helps students to build confidence as they critically evaluate their own work. He said the comprehensive training offered by WCTC prepares students to hit the ground running when they are hired into the industry.

After the tour Mike Erwin, President of Tailored Label Products and Proven Direct (a direct marketing firm), shared TLP’s belief system and how it fosters innovation and motivation. He said TLP has a passion for employee development, community involvement, continuous improvement, recognition/rewards for goal attainment, and company recognition. This combination results in highly engaged employees that drive operational excellence.

Mike said that TLP looks at mistakes as teaching moments. “What can we learn from this that will help us in the future?” He said they liberally use mentoring to develop new skill sets in their employees and devise formal development plans for what he described as “high potential employees”. New roles are assigned for new business opportunities. According to Mike, building new skills under fire accelerates the learning process. He said at TLP, that on-going education is not an extra. It is “part of their job”.

He said TLP believes in recognizing and rewarding employees for meeting goals. They don’t run around giving out $100 bills, but clearly articulate structured goals. If the goals are not achieved, the rewards are not provided.

One of the keys to the success of their rewards programs is the creativity they use in designing the rewards. They don’t want to always give out gas cards or free movies. They once gave employees passes to the State Fair complete with gift certificates for the world famous cream puffs. They give employees plaques for high individual achievement. They also have years of service awards and group outings for key business milestones. They even provide time-off trips. They gave TLP jackets emblazoned with the company logo to all the employees when TLP received the Wisconsin Manufacturer of the Year Award.

Among their many recognition programs, they have rewards for quality, safety, innovation and adaptability; all traits that they want to encourage and reinforce.

Another component of TLP’s belief system is giving back to the community. In that regard, TLP provides a variety of charitable contributions and donates products and services to local organizations. In addition, they seek opportunities for employees to share their skills and reward employees with time off to participate in charitable events. Employees are encouraged to provide ideas for charities that TLP could benefit including such things as cancer runs, bike-a-thons and mentoring people with developmental disabilities.

The result is a highly productive and profitable workplace that helps attract and retain employees and customers alike. Mike does not pretend that TLP’s approach would work for any company, but it certainly has worked for TLP. The many awards the company has received for exceptional management, quality & community service, its rapid growth, low employee turnover and 7 patents are just a few of the benchmarks of their success.

Mike’s presentation led into that of Bill Malm of Harper Corporation of America. Bill focused on training as a means of improving company profitability. Using examples of anilox inventory management and care & cleaning of press components, he discussed how poorly trained workers make mistakes that result in extended make-readies, poor print quality, and expensive damage to press components. He talked about how anilox audits can be used to identify training deficiencies by pinpointing causes of damage and preventative measures. In order to have the highest value, Bill suggests sharing the data from audits as a “teaching moment” and to be used later as a measure of the effectiveness of training.

Bill did a brief overview of the FTA’s TEST program. TEST stands for Technical Education Services Team, the educational arm of the FTA. TEST is a program developed after a generous founding sponsorship by Harper Corporation. Through a combination of customized training, cosponsored seminars, secondary and post-secondary programs, and a virtual campus, TEST is dedicated to authoring, updating and hosting state-of-the-art curriculums to meet the needs of this ever-changing industry.

Bill concluded his presentation with a quote from an unknown author: “When you look deep enough into any problem you find people. In most cases, it can be prevented”. With properly trained and motivated employees, companies face far fewer problems.

While the weather may not have cooperated, the event still drew a wide cross-section of the flexo industry including representation from anilox, ink, electronic controls, sleeve and plate companies, press manufacturers, and wide & narrow web printers. All seemed to gain a lot from the presentations and all enjoyed the party subs and refreshments provided by Sonic Solutions. With employee development a key focus of the meeting, the meeting admissions raised nearly $200 for FFTA’s scholarship programs. All in all, not bad considering it was a dark and stormy night.