Results

Your overall results

The results from your completed pillars are below. The overall scores show basics and good practice scoring - ensure you complete all pillars for a full picture.

Your results by pillar

To meet the minimum good employer standard you should aim for at least 85% on the basics score in each pillar. To meet Good Practice you should aim for a score of at least 70% in each pillar.

Key:

Basics
Good Practice

Key:

Basics
Good Practice

Basics questions scoring

Weekly time recording is in place and regularly monitored for each employee

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Each employee works less than 55 hours per week for at least 40 weeks per year

Each employee work 10 hours per day or less

Rosters allow at least 2 consecutive days off per roster period

Rosters are equal to or less than 11 days on and 3 days off

Processes and procedures are available and visible, to ensure employees are able to comply with all effluent and animal welfare regulations and minimum standards

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Work methods are continually improved with the team

Good practice questions scoring

There is a maximum hours level set per roster, at which individual employees are sent home

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Each employee always gets a break after 4 hours work

Rosters plan for annual leave to be taken and note public holidays

Rosters are equal to or less than 6 days on and 2 days off

Rosters are available to each employee at least 6 weeks ahead, and are flexible enough to allow pursuit of non-work activities

Each employee is able to work on a variety of tasks

Procedures and training are available for the main tasks, preferably at point of use (i.e. milking, irrigation, health treatments)

The workplace is in a good condition and machinery is in good working order

Kilograms of milksolids per hour worked (paid and unpaid) exceed 30 (calculate for the season using the link below)

Manager has time for strategic planning as shown by business plans, consultants reports or proposal evaluations

Key:

Basics
Good Practice

Basics questions scoring

Each employee receives at least minimum wage each week for every hour worked

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All employees have a signed employment agreement from the start of employment, covering at least the 6 legally required elements (includes job description)

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All employees receive payslips each pay

Payroll, leave and holiday records are up to date and available to employees

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All employees have taken their annual leave entitlement in the last 12 months

Good practice questions scoring

All employment agreements and job descriptions have been reviewed within the last 18 months

Final pay is calculated correctly and no pay deductions are made without written prior approval with the employee

Employees are informed of their rights as employees and provided access to supporting information

Each employee has an accommodation agreement (if living on farm)

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Condition of accommodation is assessed against a checklist, meets all tenancy law requirements and is inspected regularly (quarterly)

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Remuneration and other rewards are typical for each employees peer group, compared with Federated Farmers NZ Farm Employee Remuneration Report

Remuneration recognises effort, experience, skill and responsibility

Remuneration for all positions is reviewed annually

The process and range for bonus payments (if used) is explicit and shared with employees

There is a remuneration strategy and process to ensure remuneration and 'total package' are competitive and consistent with the farm's business plan

Key:

Basics
Good Practice

Basics questions scoring

Housing meets minimum requirements as per checklist

All employees have time and energy for at least one regular off-farm activity

Emergency procedures are visible and employees are trained in the implementation

Critical risks for the farm have been identified with all employees, and a plan is in place to address them

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Signed health and safety policy statement is available

Current and active risk register

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Accident reporting procedure is in place

Personal protective equipment (PPE) is available to use and there is an employee register of allocation

Basic workplace conditions are met (e.g. toilet, access to water, shelter for break)

All of my team has training meetings at least monthly on health and safety issues and risks on the farm. This ensures the safety of all people who work, live on or visit the farm

All new employees undergo a health and safety induction

Good practice questions scoring

Hearing, lung, skin and vision monitoring for identified risks

Personal wellbeing has been discussed with team members (e.g. you can use the wellbeing pages from the DairyNZ Farm fitness checklist for this)

Health and safety manual has been reviewed in the last 12 months

All employees are engaged with health and safety on farm, and actively contribute to the plan on farm

Health and safety is discussed at management level, with farm owners and governance

Implemented drug and alcohol policy

Manager has training in health and safety

Return-to-work plan and procedures are in place and discussed with employees

There have been no work days lost from accident or injury during the last 12 months

Initiatives for health and safety are currently underway

Maintenance checks for machinery/equipment are carried out according to manaufacturers recommendations

Wellness testing for employees (e.g. blood pressure, glucose etc)

Key:

Basics
Good Practice

Basics questions scoring

All employees can describe how the team is structured, and are clear on their reporting lines

Regular team meetings are held where all members contribute

Employees have clear individual targets/goals

Employee targets and performance objectives are regularly discussed (at least bi-monthly) in both formal and informal conversations

The procedure for managing poor performance and disciplinary issues has been updated and shared with employees

Good practice questions scoring

Team members know the vision, goals and targets for the farm and are regularly briefed on progress

Team members have their ideas and opinions considered as part of the farm target setting, planning and improving farm performance

All employees have responsibility delegated to them for parts of the farm's management e.g. effluent, grazing wedge or dairy shed operation.

Employees can give examples of raising issues with management, and those issues then being acted on

There is an effective and efficient method of communication between meetings

All employees are listened to in regular conversations with their manager. Agreed actions regarding work or personal issues are followed up

All team members have been coached and mentored, and have increased their knowledge or skills

In the first instance, mistakes or problems are managed as learning opportunities using a coaching approach

Each team member feels that they have the opportunity to do their best every day

Team members receive recognition or praise (at least once a week) for doing good work

Manager deals promptly with poor performance and individual targets not being met, focusing on behavior and the situation

The team is meeting reasonable expectations for work performance and team behaviour

The team regularly celebrates success

Manager leads by example to show the values and behaviours expected from the team

Manager's development plan includes leadership and employee management

The team works well together by helping each other out, appreciating everyone has different strengths and weakness, and they enjoy the farm culture and socialising together.

The manager understands the personality and strengths of each team member, and delegates tasks to suit

Key:

Basics
Good Practice

Basics questions scoring

Each staff member has a training plan which is regularly reviewed

Off-farm training and development completed

On-farm training run by manager, vet, rural professional or other employee

All employees are legally entitled to work in NZ (work visa)

Recruitment processes equivalent to those in the DairyNZ QuickStart recruitment kit are followed

Good practice questions scoring

Each employee will have a career progress conversation at least every 6 months

Employees have access to external mentors for their development

Employees are coached to meet their personal and career goals, as well as achieving farm performance goals

Competencies are recorded and reviewed for each employee

Employees have progressed at least one step up the Dairy Industry Standard Roles in the last 18 months (Farm assistant, Herd manager, Assistant manager, Farm manager, Business/Ops manager )

The farm has identified who is next in line for management roles, and has a succession plan in place

Employees hired in the last 12 months are still on farm

Orientation for new employees lasts at least one month, preferably a whole season

Formal reviews have been carried out for each new employee (1, 2 and 3 month reviews)

Key:

Basics
Good Practice

Basics questions scoring

Good practice questions scoring

Employees can give examples of raising issues with management, and those issues then being acted on

All employees are listened to in regular conversations with their manager. Agreed actions regarding work or personal issues are followed up

Manager deals promptly with poor performance and individual targets not being met, focusing on behavior and the situation

In the first instance, mistakes or problems are managed as learning opportunities using a coaching approach

Manager's development plan includes leadership and employee management

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Results

Results

Your overall results

Your results by pillar

Basics questions scoring

Good practice questions scoring

Basics questions scoring

Good practice questions scoring

Basics questions scoring

Good practice questions scoring

Basics questions scoring

Good practice questions scoring

Basics questions scoring

Good practice questions scoring

Basics questions scoring

Good practice questions scoring

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