|Farm Operations Personnel
|Farm Managers / Owners
|Ensure & Advise
|Initiate & Influence
|Industrial relations legislation and employment compliance including recruitment, termination, and contracting
|At all times follow the required direction of supervisor to be compliant with employment contracts and documentation.
|Take initiative to remain knowledgeable of employment conditions legislation in the dairy industry. Independently be compliant with all employment requirements, maintaining own secure records of personal documents related to employment.
|Model behaviours of compliance with employment conditions. Ensure team are aware of their obligations under their employment contract and are compliant.
|Apply the legislative requirements of employment conditions in dairy farming at all times. Create, communicate and evaluate procedures of the farm that support staff to be compliant with industrial relations legislation.
|Champion a culture of employer of choice through compliance with industrial relations legislation. Set business objectives that are compliant and ensure all processes that support employment practices and conditions across the farm business are compliant.
|Occupational health and safety compliance
|Read all standard operating procedures and ensure following directions for safe work practices at all times.
Respond to emergencies as directed.
|Act in a manner that aligns with the standard operating procedures of the farm and with regard to the safety of self and others at all times. Respond to emergencies as directed.
Model behaviours that ensure compliance with OHS policies and procedures and encourage all team members to comply.
Document compliance of others as required.
|Model exceptional safe work practices and compliance with OHS policies and procedures. Create, communicate and evaluate standard operating procedures, that align with risk assessments and management strategies of the business, across areas of dairy farming expertise.
Promptly act on occasions of compliance breaching.
Provide input to risk assessment processes of the business.
|Champion a culture of “no blame” in safe work practices, to support people to comply with policies and procedures.
Proactively complete, communicate and evaluate risks of farm hazards, with accompanying management strategies across all aspects of farm operations.
Promptly and visibly act on occasions of compliance breaching.
|Processes and protocols such as recruitment, inductions, rosters and professional development.
|Engage with all processes and protocols that support staff in their day-to-day operations and a positive work environment.
|Engage with all processes and protocols to support staff in their day-to-day operations. Provide insights when workplace processes are not facilitating own effective work practices and a positive work environment.
|Coordinate workplace activities and rosters
Implement processes and protocols that support team members to complete their day to day operations. Provide insights when workplace processes are not facilitating effective work practices and a positive work environment for the team.
|Provide input to creating, communicating and evaluating team processes for an effective and positive employment experience. Report areas for improvement and suggested opportunities to enhance workplace employment practices to improve people management on-farm.
|Create, communicate and evaluate processes for an effective and positive employment experience including recruitment, induction, rostering and professional development.
|Workforce and succession planning
|Provide sufficient notification of ending employment contract, as directed in employment contract.
|Provide sufficient notification of ending employment contract, being compliant with employment contract. Lead self to communicate desire for progression in the business.
|Ensure team recognise their obligations to the workforce team and report any known workforce planning matters.
Communicate with team and own supervisor about role progression and opportunities for people to “step up” in the business.
Support team members to develop self for future roles and succession when others leave the business.
|Map current workforce capabilities and future capability needs of the farm business based on business goals, to make recommendations for the workforce and succession plan of the business.
|In understanding the current capabilities of people working in the business, and farm business goals, create, communicate and evaluate a workforce and succession plan that minimises the risk of a lack of capable people on-farm leading to business goals not being achieved, and farm productivity being negatively impacted.
|Performance management and people development
|Engage with all performance review and development processes with an open-mind as directed.
|Engage with all performance review and development processes with an open-mind, seeking feedback and being proactive in communicating personal work goals.
Proactively implement performance review processes, providing constructive feedback to team members and facilitating development plan discussions with an open-mind.
Promptly report under-performance and proactively develop a plan to address.
|Model self-reflection and investment in development.
Develop, create, implement and evaluate performance management and development processes with an open-mind.
Promptly and visibly act upon under-performance and proactively develop a plan to address.
Champion a culture where investment in capable people is valued.
Ensure performance management processes are implemented across the business, and all employees have a development plan (as appropriate).
Map the farm business’ people capabilities and strategically align development plans with achieving business goals. Where capability gaps are evident, take action to address with team development or recruitment of new employees.
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