People Gauge
Workplace 360

Results

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

1. Weekly time recording is in place and regularly monitored
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2. Processes and procedures are available and visible, to ensure staff are able to comply with all effluent and animal welfare regulations and minimum standards
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3. Employees work 55 hours per week or less for at least 40 weeks per year
4. Employees work 10 hours per day or less
5. Rosters allow at least 2 consecutive days off per roster period
6. Rosters don't exceed 11:3
Your performance level
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Good practice questions scoring

7. Employee don't go more than 4 hours without a break
8. Rosters are available to employees at least 6 weeks ahead, and are flexible enough to allow pursuit of non-work activities
9. Employees are able to work on a variety of tasks
10. Rosters plan for annual leave to be taken and note public holidays
11. Rosters 6:2 or less
12. Procedures and training are available for the main tasks, preferably at point of use (i.e. milking, irrigation, health treatments)
13. The workplace is in good condition and machinery is in good working order
14. Work methods are continually improved with the team
15. Kilograms of milksolids per hour worked (paid and unpaid) exceed 30 (calculate for the season using the link below)
16. Manager has time for strategic planning as shown by business plans, consultants reports or proposal evaluations
17. There is a maximum hours level set per roster, at which staff are sent home
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Your performance level
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Key:
  • Basics
  • Good Practice

Basics questions scoring

1. Each employee receives at least minimum wage each week for every hour worked
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2. All staff 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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3. Payroll, leave and holiday records are up to date and available to employees
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4. Each employee has an accommodation agreement (if living on farm)
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5. Condition of accommodation is assessed against a checklist, meets all tenancy law requirements and is inspected regularly (quarterly)
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6. All staff receive payslips each pay
7. All staff have taken their annual leave entitlement in the last 12 months
Your performance level
0 25% 50% 75% 100%

Good practice questions scoring

8. All employment agreements and job descriptions have been reviewed within the last 18 months
9. Final pay is calculated correctly and no pay deductions are made without written prior approval with the employee
10. Staff are informed of their rights as employees and provided access to supporting information
11. Remuneration and other rewards are typical for each employees peer group, compared with Federated Farmers NZ Farm Employee Remuneration Report
12. Remuneration recognises effort, experience, skill and responsibility
13. Remuneration for all positions is reviewed annually
14. The process and range for bonus payments (if used) is explicit and shared with employees
15. There is a remuneration strategy and process to ensure remuneration and 'total package' are competitive and consistent with the farm's business plan
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Your performance level
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Key:
  • Basics
  • Good Practice

Basics questions scoring

1. Basic workplace conditions are met (e.g. toilet, access to water, shelter for break)
2. Emergency procedures are visible and each employee is trained in the implementation
3. Critical risks for the farm have been identified with all staff, and a plan is in place to address them
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4. There is a current and active risk register
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5. Personal protective equipment (PPE) is used by all staff whenever the task requires it
6. Housing meets minimum requirements as per checklist
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7. All staff have time and energy for at least one regular off-farm activity
8. Signed health and safety policy statement is available
9. Accident reporting procedure is in place
10. 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
11. All new employees undergo a health and safety induction
Your performance level
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Good practice questions scoring

12. Hearing, lung, skin and vision monitoring for identified risks
13. Personal wellbeing has been discussed with team members (e.g. you can use the wellbeing pages from the DairyNZ Farm fitness checklist for this)
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14. Health and safety manual has been reviewed in the last 12 months
15. All employees are engaged with health and safety on farm, and actively contribute to the plan on farm
16. Health and safety is discussed at management level, with farm owners and governance
17. The farm has an actively implemented drug and alcohol policy
18. Manager has training in health and safety
19. Return-to-work plan and procedures are in place and discussed with all employees
20. There have been no work days lost from accident or injury during the last 12 months
21. Initiatives for health and safety are currently underway
22. Maintenance checks for machinery/equipment are carried out according to manufacturers recommendations
23. Wellness testing for employees (e.g. blood pressure, glucose etc)
Your performance level
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Key:
  • Basics
  • Good Practice

Basics questions scoring

1. All employees can describe how the team is structured, and are clear on their reporting lines
2. Team members know the vision, goals and targets for the farm and are regularly briefed on progress
3. Employees have clear individual targets/goals
4. Employee targets and performance objectives are regularly discussed (at least bi-monthly) in both formal and informal conversations
5. Regular team meetings are held where all members contribute
Your performance level
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Good practice questions scoring

6. The procedure for managing poor performance and disciplinary issues has been updated and shared with employees
7. Team members have their ideas and opinions considered as part of the farm target setting, and planning how to improve farm performance
8. All employees have responsibility delegated to them for parts of the farm's management e.g. effluent, grazing wedge or dairy shed operation.
9. Employees can give examples of raising issues with management, and those issues then being acted on
10. All employees are listened to in regular conversations with their manager. Agreed actions regarding work or personal issues are followed up
11. All team members have been coached and mentored, and have increased their knowledge or skills
12. In the first instance, mistakes or problems are managed as learning opportunities using a coaching approach
13. Each team member feels that they have the opportunity to do their best every day
14. Team members receive recognition or praise (at least once a week) for doing good work
15. 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.
16. There is an effective and efficient method of communication between meetings
17. Manager leads by example to show the values and behaviours expected from the team
18. The manager understands the personality and strengths of each team member, and delegates tasks to suit
19. The team is meeting reasonable expectations for work performance and team behaviour
20. The team regularly celebrates success
21. Manager deals promptly with poor performance and individual targets not being met, focusing on behavior and the situation
22. Manager's development plan includes leadership and employee management
Your performance level
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Key:
  • Basics
  • Good Practice

Basics questions scoring

1. All employees are legally entitled to work in NZ (work visa)
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2. Recruitment processes equivalent to those in the DairyNZ QuickStart recruitment kit are followed
3. Each staff member has a training plan which is regularly reviewed
4. Appropriate off-farm training and development have been completed
5. On-farm training run by manager, vet, rural professional or other employee
Your performance level
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Good practice questions scoring

6. Each employee will have a career progress conversation at least every 6 months
7. Competencies are recorded and reviewed for each employee
8. Employees are coached to meet their personal and career goals, as well as achieving farm performance goals
9. Staff have access to external mentors for their development
10. 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)
11. The farm has identified who is next in line for management roles, and has a succession plan in place
12. Employees hired in the last 12 months are still on farm
13. Orientation for new employees lasts at least one month, preferably a whole season
14. Formal reviews have been carried out for each new employee (1, 2 and 3 month reviews)
Your performance level
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Key:
  • Basics
  • Good Practice

Basics questions scoring

Your performance level
0 25% 50% 75% 100%

Good practice questions scoring

9. Employees can give examples of raising issues with management, and those issues then being acted on
10. All employees are listened to in regular conversations with their manager. Agreed actions regarding work or personal issues are followed up
21. Manager deals promptly with poor performance and individual targets not being met, focusing on behavior and the situation
12. In the first instance, mistakes or problems are managed as learning opportunities using a coaching approach
22. Manager's development plan includes leadership and employee management
Your performance level
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Before you start

Please have these documents ready as you progress with the assessment.