Getting orientation right will almost certainly add value to your business and it also sets a great tone for your employment relationship, helps clarify expectations and contributes to positive job satisfaction.
Step 1: Before your employee starts
- From the recruitment process file the CV, application form, reference information, any previous training information.
- Give the employee an introduction to the area, and community (doctors, banks, schools, community groups) as well as an introduction to the farm business.
- Prepare accommodation, PPE, tools and vehicles.
- Gather appropriate documentation for completion on day one of employment, and check the rest of the steps on this page to see if any other forms need to be printed.
- Talk through and sign the employment agreement and job description with your employee (you must source your own employment agreement). For the trial period to be valid, the employment agreement must be signed before the employee starts work (even 5 minutes after starting has been held by the courts to be too late), and the employee must be ‘new’ (this means they have never worked for you, even on a casual basis, before).
Step 2: First day of employment
- Accommodation - if you are providing accommodation, talk through and sign a tenancy agreement and a property inspection form.
- Complete a tax IR330 form, a Kiwisaver deduction form and an employee personal information sheet.
- Plan week 1 with your employee. Ensure they have a copy of the roster, know what time they should turn up to work (and where), and know what they will be doing each day, e.g. shadowing another employee, assigned tasks to work on independently.
Step 3: At the end of week one
- Catch up and complete the relevant catch-up templates in the First 90 Days Kit.
Step 4: At the end of week two
- Catch up and complete the relevant catch-up templates in the First 90 Days Kit.
- Talk through the signed job description together and discuss the responsibility areas and skills beside each. Ask your new employee to identify skills or strengths they feel they have, and skills they feel they need to grow.
- Map out a plan using the relevant templates in the First 90 Days Kit, to help your employee identify skills to improve on, as well as learn any processes specific to your farm (e.g. policies and how you like to manage calf rearing)
Step 5: At the end of the first month
- Catch up and complete the relevant catch-up templates in the First 90 Days Kit.
Step 6: At the end of the second month
- Catch up and complete the relevant catch-up templates in the First 90 Days Kit.
Step 7: At the end of the third month
- Catch up and complete the relevant catch-up templates in the First 90 Days Kit.
