A History And Perspective Of The Pennsylvania DHOLA Program
(Continued from Page B 14)
board, and travel expense was the students responsibil
ity. In many cases they came to Penn State to gain this
two week education hoping there would be a job for
them someplace in the state. Often there was a wait
until a position became available.
In later years an association would locate a person
they were interested in hiring and would send them to
Penn State for the training. This Supervisor candidate
was assured of a job if he passed the shortcourse. Often
his expenses were paid by the association. In recent
years Supervisors are trained to perform the farm level
tasks by a DHIA fieldman, and after working for a short
time they come to Penn State for a three-day short
course to be "polished."
Turnover among supervisors was high, over 50%.
even in the 19605. The hours were long and pay was
low. The tester furnished his own on-thejob transporta
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tion and had to hustle to cam a gross salary of $2400 to
$3500 per year. There was no hospitalization, sick
days, paid vacation, or Cringe benefits except for room
and board. He slept in a different bed each night and ate
meals with the farmer for whom he tested. On occasion
he might sleep with the fanner's daughter. That was a
"fringe” benefit that could result in a supervisor becom
ing one of the family, terminated, or both.
Testing of the samples and working on the herd book
might be done at the kitchen table, in the garage, milk
house, or laundry area, hot places in the summer and
freezing cold in the winter. One could always tell a
DHIA Supervisor by the burn holes in his pants and
shirt from Sulphuric Acid used in running the Babcock
Test. Numerous incidents attest to the terrible risk to an
individual handling Sulphuric Acid. One Supervisor
was testing samples in his own home when a young
daughter pulled a beaker of acid from the kitchen table
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Lancaster Farming, Saturday, December 7, 1991-BIS
and it spilled over her head, neck, and chest, causing
severe and lasting disfigurement Another Supervisor
was testing samples in a milk house. While carrying a
4/5 gallon jug of acid across a wet slippery, concrete
floor he slipped, dropped and broke the glass acid jug.
and with jagged glass and acid everywhere, promptly
sat down in the mess. It was not necessary to take his
pants off. When he stood up they fell off, and even
though a water hose was close by it was a long time
before he recovered from the bums to some very sensi
tive portions of his anatomy.
County Agents would keep and build a waiting list
of herds wanting to go on test. Some Supervisors would
build an association to a level that did not permit a day
off for rest, vacation, or illness. Testing was an every
day business, Sundays and holidays included. When an
association became overfilled with herds and the
agents waiting list long enough, a new association
would be formed. It was the Supervisors responsibility
to build upon this beginning herd base, since dairymen
seldom believed it was their responsibility to get other
herds on test
The cost of testing in the early days is not wcl 1 docu
mented. However, in 1954 Gearhart listed the potential
start-up costs to begin an association.
Individual Herd Membership Fee: 520.00
Monthly Charge depending on herd size & location:
57.50 to Sl2/day
Equipment & Materials: $500.00
Centrifuge: $58.00
Pails, Dippers, Scale: $75.00
Disinfectant, brushes, pan: $B.OO
Acid for one year’s testing: $35.00
Calculator: $270.00
Ear tags & punch: $13.00
Supervisor earnings were estimated at $2OO to
$3OO per month plus room and board, and he provided
his own transportation. District Association expenses
were $l5 to 525/year, and included costs of workmans
compensation, liability, and property damage insur
ance. Social Security cost was 2% from the Supervisor
and 2% from the Association.
Parameters were established: 30 cows (in one herd)
were considered one days work; 40-60 cows (in one
(Turn to Page B 16)
Swine Systems Specialists
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