Rewarding careers

The goal here is to ensure you recruit the right people to your team, and they are able to learn and progress their careers while working on the farm.

Career progression

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

Required resources:

At least six-monthly performance reviews

Never

Sometimes

Often

Always

Please complete this question 0 of 0 employees accounted for

Employees have access to external mentors for their development

Required resources:

Employee interviews/contact details

Never

Sometimes

Often

Always

Not Applicable

Please complete this question 0 of 0 employees accounted for

Training

Each staff member has a training plan which is regularly reviewed

Required resources:

Training plan with a review date

Never

Sometimes

Often

Always

Not Applicable

Please complete this question 0 of 0 employees accounted for

Off-farm training and development completed

Required resources:

Dates of training in last 12 months

Never

Sometimes

Often

Always

Not Applicable

Please complete this question 0 of 0 employees accounted for

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

Required resources:

Dates of on-farm training

Never

Sometimes

Often

Always

Not Applicable

Please complete this question 0 of 0 employees accounted for

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

Required resources:

Staff interviews

Never

Sometimes

Often

Always

Not Applicable

Please complete this question 0 of 0 employees accounted for

Competencies are recorded and reviewed for each employee

Required resources:

Competency register

Never

Sometimes

Often

Always

Please complete this question 0 of 0 employees accounted for

Succession planning

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 )

Required resources:

Change in job description

Never

Sometimes

Often

Always

Not Applicable

Please complete this question 0 of 0 employees accounted for

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

Required resources:

Evidence of plan

Never

Sometimes

Often

Always

Please complete this question 0 of 0 employees accounted for

Recruitment

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

Required resources:

Copies of visas

Never

Sometimes

Often

Always

Please complete this question 0 of 0 employees accounted for

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

Required resources:

Evidence of use of this or similar documents

Never

Sometimes

Often

Always

Not Applicable

Please complete this question 0 of 0 employees accounted for

Employees hired in the last 12 months are still on farm

Required resources:

Staff interviews

Never

Sometimes

Often

Always

Not Applicable

Please complete this question 0 of 0 employees accounted for

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

Required resources:

Buddy system documented/staff interview

Never

Sometimes

Often

Always

Not Applicable

Please complete this question 0 of 0 employees accounted for

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

Required resources:

1, 2 and 3 month reviews completed

Never

Sometimes

Often

Always

Not Applicable

Please complete this question 0 of 0 employees accounted for

Next pillar view results

Rewarding careers

Rewarding careers

Career progression

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

Employees have access to external mentors for their development

Training

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

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

Succession planning

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

Recruitment

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

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

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)

Before you start