HelpWhat has and hasn’t been accomplished so far?
Since opening in June 2015, MMBFL has received over 250,000 ounces of raw milk from our more than 450 approved milk donors and provided more than 150,000 ounces to recipient hospitals in Florida and nearby states who do not have a HMBANA accredited milk bank. There are 20,000 ounces of pasteurized milk available for distribution, 10,000 ounces of pasteurized milk pending laboratory results, and tens of thousands of ounces of raw donor milk pending processing.
Comparing 4th Quarter 2015 to 2016:
Donations of raw donor milk increased 28%
Number of ounces pasteurized increased 161%
Distribution of pasteurized donor human milk increased 169%
In mid-November 2016, the large capacity pasteurizer was installed and validated. The revision of processing procedures and work flow patterns were completed by Thanksgiving. A highly successful volunteer event, 10K Ways to Save a Baby, began one week later and ran four weeks. More than 80 volunteers worked 3-4 hours shifts to meet a processing goal of 10,000 ounces in one week. Our expectation was to meet 85% of goal by the 4th week. The expectation was met the first week and we exceeded 10,000 in the third week. This was both a delightful time to meet so many people from every age and background, but also a satisfying time as it proved our manufacturing process improvements to be effective, efficient, and agreeable to staff and volunteers.
There are ample stores of pasteurized milk to meet the needs of our existing recipient facilities. Despite rigorous application of best manufacturing principles and innovative production techniques, more is needed to increase production capacity to the level needed to supply all of Florida’s NICUs. The Executive Director, in addition to the usual duties, serves as operations manager. Greater than 50% of her time is spent in operations and donor service actives. Even at current production levels, this performance is not sustainable; it is untenable as our growth increases. Attracting and retaining capable leadership for processing, donor and community service, and material distribution sections is imperative. MMBFL has two part-time employees with the ability to fulfill leadership positions. Appropriate compensation packages that include educational opportunities for social entrepreneurs as well as pay and health benefits will make these leadership roles attractive to these individuals who have already demonstrated their abilities and commitment to our mission.
Our non-profit has seen high employee turnover. In part this is due to hiring college students who move on as their academic programs change or as they graduate. The work is essentially manufacturing and is steady, but not a likely career opportunity. It could be a stepping stone for women transitioning into the workforce, such as women recovering from an abusive situation. We think partnering with community social service provider could be a mutual win-win opportunity.