Download your copy of the printable Toolkit, designed for New Zealand's Primary Industry Employers, Managers and Supervisors Printable Toolkit Download your copy of the printable Toolkit Download and print the Toolkit, providing you with unlimited access even when you are offline. Click the Toolkit image to download. Food and Fibre Employer Toolkit PDF Interested in just one chapter? Access below Click on each Chapter Toolkit image to download. Attracting the Right Individuals Toolkit Māori Cultural Confidence Toolkit Workplace Wellbeing & Culture Toolkit Mentorship and Coaching Toolkit

The most flexible way to find candidates is through advertisements which can be shared in different places. Using the advice above about how to communicate the role during this process is important to gain interest from the right people. Other ways can be used too, such as through an industry specific recruitment agency or through your networks (see below for more information on use of networks). Step 2: Finding How to begin to start finding new employees? See Below for Information on: Building a Job Ad Posting Job Ads Applications Migrant Workers The most flexible way to find candidates is through advertisements which can be shared in different places. Using the advice above about how to communicate the role during this process is important to gain interest from the right people. Other ways can be used too, such as through an industry specific recruitment agency or through your networks (see below for more information on use of networks). When advertising a job, it’s important to make it straightforward and simple for candidates to apply. Choosing the right application method for the role is also key to finding the right person. How do I write a job ad? The first impression your candidates will have of your role is likely through a job ad, so it's important to get it right. Below is an example of a job ad for a dairy farm hand role. Even if this specific job isn’t relevant to your business, we've described on the right what each part of the job ad should contain to ensure clear communication. Job Title: Dairy Farm Hand Location: Matamata, Waikato, New Zealand About us: We are a family-owned dairy farm that has been operating successfully for 20 years. Our farm is a supportive and friendly place to work, and we are looking for someone who would be a great addition to the team. We value hard work to get the job done. Quick Role Description: We are looking for a Farm Hand to assist with daily tasks including feeding animals, milking, and general farm maintenance. This is a great opportunity for someone who loves working outdoors and is interested in learning more about dairy farming and working hard. Key Responsibilities: Feeding and caring for livestock Assisting with milking Maintaining farm equipment and facilities Monitoring animal healthom you. Requirements: Right to work in New Zealand Prior experience in dairy farming is a plus but not required Physical fitness and ability to work outdoors in all weather conditions Strong work ethic and reliability Ability to work well in a team Benefits: Competitive hourly rate Opportunity to learn new skills and grow within the business Supportive and friendly team environment Accommodation available on-site How to Apply: To apply, please send your CV and a brief cover letter to [email@example.com ] or call [phone number] for more information. Closing Statement: We look forward to hearing from you. Be clear and accurately reflect the role in the job title. Use terms that applicants will recognise and understand. Help candidates identify if they can commute or need to relocate. Introduce your business so candidates understand who they might work for. Give a concise summary of what the job involves List the main duties involved in day-to-day work. The more specific you can be, the better. Clearly state the skills, experience, and personality type needed. Don’t try to hide any harder sells for the job (such as early working hours, remote location). Why should this person work for you and not your competitors? If you are providing competitive pay or benefits, call this out here. Make it easy for interested candidates to apply with simple instructions. A CV and cover letter might not always be necessary. A friendly sign off. Where do I share a job ad? Once you've created a job ad, it's important to get as much traction and interest as possible to find the right person. Posting your job ad in multiple places can increase your chances of finding the ideal candidate. Here are some options: Job Ad Websites: Use dedicated job ad websites to reach a wide audience Social Media Groups: Post in relevant social media groups, like on Facebook Local Community Boards: Put up your ad on local community boards. Finding School Leavers For entry-level positions, it might be helpful to reach out to local high schools to see if any upcoming school leavers are interested in your role. Taking the time to meet those who show interest and explaining the job face-to-face can be a great way to get them excited about joining your business. If you're running a larger operation, think about offering an internship programme where students can work for you over the summer. This gives them a taste of the job and lets you see how they'd fit in as full-time workers if you're looking to hire them once they finish school. Information on internships is growing within the Food and Fibre sector. You can see some more information here . Word of mouth is also effective. Ask current employees and trusted friends and family members if they know anyone who might be interested. Even when using word of mouth, it’s helpful to send the job ad to the candidate so they know the skills and experience you're looking for. When using social media, you can shorten the job ad to convey just the essential information in a quick and casual way. Also think about how the candidate will apply for the job. Provide a simple and clear method for them to get in touch (see below for more information). Job Platforms There are some great platforms available that are used by most sectors in the food and fibre sector such as: Seek Ag Assist TradeMe You can also consider listing a vacancy with the Work and Income website here . Each food and fibre sector tends to have their own job ad platform. Find one relevant to you below: Pastoral and Arable (Dairy and Sheep + Beef) - NZ Farming Jobs Horticulture - PickNZ (Seasonal) GoHort (Permanent) Viticulture / Wine - Wine Jobs Dairy - Farm Source Plant Production (Nursery) - Plant Careers Forestry - Forestry Careers Aquaculture - Aquaculture Careers Applications Before you post your role, it's important to think about how candidates will apply. There are a range of different methods, ranging from formal to informal, including: CV Cover Letter Phone Call Application Form. When deciding on the application method, consider the skills you’re looking for. If the role is hands-on and needs someone skilled in operating equipment, then reading and writing ability may not be as important. In these cases, CVs and cover letters might not attract the right candidates. Instead, a simple application form or use of a phone call could be more effective. Once you have decided what method you want to use , make sure you add the application directions to the bottom of your job ad. Social Media When advertising using social media, like Facebook, it’s especially important to outline how to apply to get the information you need. This may look different than using other ways of advertising. Here are a couple of approaches: Attach an Application Form: Include a simple application form in your post that candidates can fill out Ask for a Message: Request that candidates message you a little bit about themselves, including their background, experience, skills, and qualifications. By tailoring the application process to the role and clearly communicating how to apply, you’ll increase your chances of attracting the right candidates and make the selection process smoother. How do I hire migrant workers? Where you look for workers can greatly impact the quality of candidates you find. While Aotearoa New Zealand offers a great pool of potential workers, sometimes looking abroad can help you find the skills you need. To hire people from overseas, there are schemes and visas available which will help you in your search. See more information in Your Obligation as an Employer . What should I keep in mind when hiring impaired workers? Have you considered the strengths people with impairments could bring to your team in the food and fibre sector? Many individuals with impairments have developed adaptability, resilience, and creative problem-solving skills—qualities that are highly valuable in today’s workplaces. Their unique perspectives can spark innovation, improve systems, and strengthen team performance. Inclusion also enhances workplace culture. Diverse teams often enjoy higher morale, broader thinking, and stronger collaboration. Employers who actively support accessibility demonstrate leadership and values that resonate with both staff and customers. Creating an inclusive environment is more achievable than many assume. With practical tools, advice, and funding support readily available (such as minimum wage exemptions ), implementing accommodations can be straightforward. Reviewing roles to identify flexible approaches, and investing in impairment awareness training, helps build a respectful, welcoming culture where everyone can thrive. Ultimately, embracing impairment inclusion isn’t just the right thing to do—it’s a smart move that strengthens teams, unlocks talent, and helps the sector grow through fresh insights and capabilities. Click here for more on Step 3: Assessing

What is te ao Māori? Te ao Māori or the Māori world, is deeply connected to the natural environment. Like many indigenous cultures globally, Māori believe that we are not only from the land but of the land. What is Mātauranga Māori? What is te reo and tikanga Māori? What is whakapapa? Elements of te ao Māori What are the fundamental elements of te ao Māori? See Below for Information on: Te ao Māori Mātauranga Māori Te Reo & Tikanga Māori Whakapapa What is te ao Māori? Te ao Māori or the Māori world, is deeply connected to the natural environment. Like many indigenous cultures globally, Māori believe that we are not only from the land but of the land. What is Mātauranga Māori? Mātauranga Māori refers to Māori knowledge systems that have evolved over hundreds of years. This knowledge spans various topics, including education and kaitiakitanga (guardianship / stewardship) of the taiao (environment). While there have been historical conflicts with other knowledge systems, such as Western science, Mātauranga Māori exists alongside and complements these systems. Its application to the food and fibre sector continues to be explored and appreciated. Example One Mātauranga Māori can be applied through the practice of rāhui, a traditional method of temporarily restricting access to certain resources to allow them to regenerate. A rāhui might be placed on a fishing area to ensure fish populations can recover, promoting sustainable harvesting and preserving marine biodiversity. Example Two Mātauranga Māori can be incorporated into soil health practices, by treating soil as a living entity with its own mauri (life force). This includes using methods like crop rotations, cover cropping and adding organic materials to improve the quality of the soil. What is te reo and tikanga Māori? Te reo and tikanga Māori are expressions of the Māori culture. Te reo Māori is the Māori language. Although there is one common language, there are many dialects across the country (for example in parts of the South Island there is the use of ng and in other areas they use k - Ngāi Tahu and Kāi Tahu are both used). Tikanga Māori are practices and customs that are widely accepted as to how things should be done within the Māori culture. For instance, a common tikanga is to avoid sitting on tables, as they are places where food is eaten. Understanding and respecting these practices can foster a more inclusive workplace. Additionally, kawa, is also an important concept in Te Ao Māori alongside tikanga. It is generally used and observed in more formal settings. What is whakapapa? Whakapapa is the concept of genealogy, crucial for understanding the connections between people, places, and events. It is fundamental to grasping identity, relationships, and heritage within the Māori culture. Recognising the importance of whakapapa can help employers appreciate the interconnectedness valued in Māori culture, enhancing workplace relationships and cohesion. Click here to find out more on Te ao Māori at Work References Hirini Moko Mead, 2022. https://e-tangata.co.nz/comment-and-analysis/understanding-matauranga-maori/ Reo Māori, 2024. https://www.reomaori.co.nz/ 4 Hirini Moko Mead, 2016. https://huia.co.nz/products/tikanga-maori-living-by-maori-values-revised-ed?srsltid=AfmBOoq8ltwjtJMs_zgs-OaWdOgT7MKFNUWgPENDU7gMGR-mrhT_BIrt 5 Rāwuru Taonui, 2011. https://teara.govt.nz/en/whakapapa-genealogy

How do I embrace a values-based approach in the workplace? Although Te ao Māori is diverse, it is generally guided by key values. Here are some of these values and how they can be applied in a food and fibre workplace. These include Whanaungatanga (Kinship and relationships), Manaakitanga (Caring and respecting others), and Kaitiakitanga (Stewardship). Te ao Māori at Work How do I incorporate te ao Māori into my workplace culture? See Below for Information on: Values Based Approach Māori Culture & Supporting Your People Helpful Hints How do I embrace a values-based approach in the workplace? Although Te ao Māori is diverse, it is generally guided by key values. Here are some of these values and how they can be applied in a food and fibre workplace. These are only a few values that can be applied from a broad and diverse range of values informed by te ao Māori. Whanaungatanga (Kinship and relationships) Whanaungatanga emphasises building strong connections between people to create a sense of belonging. This value can help everyone work together towards common goals while strengthening the community or workplace. Practically, this may look like: Building relationships Getting to know your Māori employees - spend time getting to know them personally. This creates space for Māori staff to share their whakapapa through the use of their pepeha (type of introduction). Show genuine interest in who they are, their whānau (family), and what drew them to this kind of mahi (work). Letting your employees get to know you - create opportunities for your employees to get to know you too. Share who you are, where you’re from, and a bit about your whānau. Engaging with your community - foster connections with the local community by supporting local initiatives and encouraging employees to get involved. Sustaining relationships Scheduling one-on-one meetings - regularly discuss their experiences and goals, showing that you are interested in their growth and wellbeing. Involve your Māori workers in conversations - share opportunities that align with their culture. They may be new to your business, but have insights that could be beneficial to your business objectives. Manaakitanga (Caring and respecting others) Manaakitanga is about fostering a positive and collaborative environment by caring for and respecting each other. This encourages everyone to work together, building a workplace where everyone feels valued. Practically, this may look like: Checking in with your employees: consistently support their mental, physical, cultural and social wellbeing. For more information see Workplace Wellbeing and Culture Acknowledge and celebrate achievements and efforts: show gratitude for hard work, such as a morning tea. Kaitiakitanga (Stewardship) Kaitiakitanga involves creating a balanced relationship with people and nature to live sustainably. This could mean managing and protecting natural resources for future generations. In your workplace, you can practise kaitiakitanga by encouraging sustainable practices and respecting the environment. Practically, this might look like: Implementing waste management practices: minimise waste and promote recycling and composting within the workplace and community Leading efforts to look after native species: actions such as planting riparian and other native bush especially close to waterways, contribute meaningfully to kaitiakitanga Creating opportunities for tikanga: for example, ask your staff if they would like karakia (ritual chants) to take place before cutting down flax or other natural resources Supporting Māori employees to use maramataka (Māori lunar calendar) practices: the traditional Māori lunar calendar can guide planting, harvesting, fishing, and hunting. Matariki, signalling the start of a new year, is another example of maramataka Māori in alignment with the lunar calendar. Understanding these values can help create a supportive and inclusive workplace. When these values are put into practice, they can help Māori employees feel valued and respected. What is Māori culture and how do I support my people? Language There are many ways to incorporate te reo Māori in your workplace. Here are a few tips and helpful resources to support this effort: Pronouncing people's names and place names correctly: Ensure you pronounce people’s names and place names correctly. A guide on te reo Māori pronunciation can be found on reomaori.co.nz. If in doubt, ask the person how to pronounce their name correctly. Incorporating basic words: use words such as kia ora (hello, thank you, be well) in workplace conversations. It is very common to include te reo Māori in daily conversations like “whānau” and “mahi”. Reomaori.co.nz has examples of everyday words you can incorporate into your workplace. Recognising and celebrating te reo Māori : participate in Māori language week, te Wiki o te Reo Māoriand the Māori language month, otherwise known as Mahuru Māori to celebrate and promote the use of te reo Māori. More information can be found on reomaori.co.nz. Cultural practices Tikanga Māori are practices that can be incorporated into the workplace. Below are some examples, recognising that some may be more relevant to your work than others. Land based-practices: consider following protocols when engaging with the land, such as seeking permission from local iwi (tribe) before accessing particular sites or harvesting natural resources. Find out which local marae are near you to talk to, using Te Kāhui Māngai (Directory of Iwi and Māori Organisations) through this website - www.tkm.govt.nz . Meeting practices: be open to including karakia at the start and end of meetings to set the intentions for a hui (meeting). This only takes 30 seconds. It is also common to hear karakia before harvesting crops or resources such as flax. Discuss with your Māori staff whether this is something they see value in. Welcoming practices: depending on your location, visitors may be welcomed with a mihi whakatau or a pōwhiri (welcoming ceremonies). This is a great opportunity for new employees to get to know their new colleagues and workplace. In workplaces, a mihi whakatau is more common and can include kōrero (speeches), waiata (songs) and karakia. The kawa, tikanga and order of proceedings varies, so please check with the local iwi, hapū (sub-tribe) or marae beforehand on the Te Puni Kōkiri Te Kāhui Māngai website. You can also learn more about pōwhiri on the Te Ara - NZ Encyclopedia website. Mourning practices : Tangihanga, the practice of mourning the passing of a loved one, typically takes priority over all other events in te ao Māori. It recognises the impact of the individual and supports whānau through the mourning process. Tangihanga are similar to funerals, but are typically longer in length. You can learn more about the tangihanga process on the Te Ara - NZ Encyclopedia website. For more information about leave entitlements please see our website or the Employment NZ website. What are some helpful hints? Varied connections to land: Mātāwaka is a term known for Māori who live away from their traditional lands. Mana whenua are those who live on their ancestral lands. Both are examples of the experiences of Māori connection to the land, which may vary. Use of te reo Māori: While the use of te reo Māori is becoming more common across Aotearoa New Zealand, not all Māori employees may feel confidence speaking their language. Expectations: Don’t assume your employees can be cultural advisors without discussing it with them. Appropriate remuneration may be needed if you’re asking staff to take on additional cultural responsibilities. Diversity within Māori Culture: Māori culture is diverse, with many differences from language dialect to practices. Understanding this diversity is crucial as it is a common misconception that the aspirations, needs and ways of doing things are the same across all Māori communities. Governance and co-design: It is important to note that while this information focuses on your support for the needs of your employees, there are opportunities to empower your employees also through enabling decision making and co-design. Click here to find out more on Actions to Take

What are some simple actions I can take to incorporate te ao Māori in my workplace? See below for information on Investment in Rangatahi (young people), leading with values, prioritising health and wellbeing, Kaitiakitanga in action. Actions To Take What are some simple actions I can take to incorporate te ao Māori? See Below for Information On: Investment in Rangatahi Lead with Values Whanaungatanga Prioritising Health & Wellbeing Kaitiakitanga in Action The MPI Good Employer Award recognises employers in the food and fibre sector that go the extra mile for their employees. Tree Machine Services LTD won the ‘Māori Agribusiness Award’, an award that celebrates Māori agribusinesses who deliver good employment practices. Tree Machine Ltd demonstrated several practices that could be helpful to implement in your workplace outlined below. Investment in rangatahi (younger generations) Tree Machine Ltd focused on investing in their young (17- 30) workforce, helping them gain qualifications to build their careers. What this could look like in your workplace: Supporting Training: Help your employees to achieve certification, through supported training providers, more can be found on our website. Basic Qualifications: Support employees in attaining basic qualifications such as a full drivers licence or first aid certificate. Find out more on our website about how to do this. Mentoring and Coaching: Refer to chapter 4, Mentoring and Coaching to see how you can support younger employees. Lead with values Tree Machine Services LTD operations are guided by values of manaakitanga, mana motuhake (independence), kotahitanga (unity), and tautoko (support). What this could look like in your workplace: Understanding key concepts: Familiarise yourself some of the key concepts of te ao Māori, such as te reo and tikanga Māori. Getting to know employees: Learn more about who your employees are outside of work and understand how work may impact their lives, and vice versa. It is important to respect that not everyone may want to engage in these discussions, and that is okay. Encourage participants, but understand that not everyone will be willing to share more than that they are comfortable with. Some suggested questions could be: How do you like to spend your time outside of work? Are there any hobbies or activities you are passionate about? Is there anything that’s been particularly challenging or rewarding recently in your life? Is there anything we can do to support your work-life balance? Whanaungatanga in action A strong sense of family connection is reflected in team bonding events and shared responsibilities among staff at Tree Machine Ltd. What this could look like in your workplace: Team bonding: Consider implementing small te ao Māori practices into your everyday work, such as karakia. Be sure to ask your employees what they would like to see. Prioritising health and wellbeing Offering support for workers facing personal struggles, such as issues with transport, is a priority for Tree Machine Ltd. What this could look like in your workplace: Regular check-ins: Consistently check in with your employees to support their wellbeing. This may involve using a Te Whare Tapa Wha as a framework. For more on this, refer to chapter 3, Workplace Wellbeing and Culture. Kaitiakitanga in action Tree Machine Ltd is heavily involved in environmental work, such as riparian planting, pest management, and track maintenance in partnership with regional councils. What this could look like in your workplace: Implementing Kaitiakitanga Practices: Adopt relevant kaitiakitanga practices that are relevant to your workplace. This may include careful consideration of how you look after nearby waterways or by planting native species. See more examples here . Click here to see te reo Māori Glossary

The number of Māori employees in the food and fibre sector in Aotearoa New Zealand is steadily increasing, with one in five employees now identifying as Māori. Recognising and valuing the unique cultural perspectives of Māori employees is not only a matter of inclusivity and respect but also a strategic advantage. By creating an environment that embraces te ao Māori (the Māori world), employers can enhance workplace cohesion, improve employee satisfaction, and drive innovation. Māori Cultural Confidence How do I grow my understanding of Māori experience in the workplace? The number of Māori employees in the food and fibre sector in Aotearoa New Zealand is steadily increasing, with one in five employees now identifying as Māori. Recognising and valuing the unique cultural perspectives of Māori employees is not only a matter of inclusivity and respect but also a strategic advantage. By creating an environment that embraces te ao Māori (the Māori world), employers can enhance workplace cohesion, improve employee satisfaction, and drive innovation. We have also developed a helpful glossary of te reo Māori for your ease. Te reo Māori Glossary Elements of te ao Māori For information on Te ao Māori Mātauranga Māori Te Reo Māori and Tikanga Whakapapa View More For information on Values Based Approach Māori Culture & Supporting Your People Helpful Hints Te ao Māori at Work View More View More Actions to Take For information on Investment in Rangatahi Lead with Values Kaitiakitanga in Action Prioritising Health & Wellbeing Whanaungatanga Find more information and help here See the page here for more resources to help you in your journey and build confidence in understanding te ao Māori See Here Click here for more on Elements of te ao Māori

Glossary of Māori terms. Aotearoa - Land of the long white cloud (New Zealand). Te ao Māori - the Māori world. Mātauranga Māori - Māori knowledge systems. Kaitiakitanga - Guardianship / stewardship Glossary Term Aotearoa Te ao Māori Mātauranga Māori Kaitiakitanga Taiao Te reo Māori Tikanga Whakapapa Rāhui Mauri Whanaungatanga Pepeha Whānau Mahi Manaakitanga Karakia Maramataka Matariki Kawa Kia ora Iwi Hui Pōwhiri Kōrero Waiata Hapū Tangihanga Mātāwaka Mana motuhake Kotahitanga Tautoko Definition Land of the long white cloud (New Zealand) The Māori world Māori knowledge systems Guardian / stewardship Environment The Māori language Customs and practices Genealogy To put in place a temporary ritual prohibition Life force Kinship and Relationships Type of introduction Family Work Caring and respecting others Ritual chants Māori Lunar calendar Star cluster - often associated with the Māori new year Protocols relating to formal activities Hello Tribe Meeting Welcoming ceremony Speeches Songs Sub-tribe Mourning Kinship group Independence, self-determination Unity Support Support Click here to find out more on Elements of Te ao Māori

Disclaimer Tēnā koe, This toolkit should be read with the following considerations in mind. Timeliness of Information: The information presented reflects the state of knowledge and industry standards at the time of publication. As the sector evolves, some information may become outdated or require revisions. Intended Audience: This toolkit is designed specifically for employers (business owners, supervisors, and managers) in the food and fibre sector. We recognise that while some content may be highly relevant to your work, other sections may not apply to your specific circumstances. Introduction to te ao Māori Concepts: The information and concepts presented provide a foundational understanding of te ao Māori. This toolkit serves as an introductory guide, and we encourage you to continue your educational journey, as understanding these concepts is an ongoing process. Diversity and Inclusivity: We acknowledge the diverse backgrounds, experiences, and needs of employees within the sector. There is no one-size-fits-all approach, and it's important to consider this diversity when applying the information in this toolkit. Remuneration: While the topic of remuneration is very important, it is not addressed in detail within this toolkit. Legal Disclaimer: The content of this toolkit is for informational purposes only and does not constitute legal advice. For legal matters, please seek the guidance of a qualified legal professional. Additional Assistance: If you require further assistance or specialised support, please consult the recommended formal resources provided in this toolkit. Although all reasonable steps have been taken to ensure the accuracy of the information contained in this document, Food and Fibre Centre of Vocational Excellence disclaims any and all responsibility for any inaccuracy, error, omission, or any other kind of inadequacy, deficiency, or flaw in, or in relation to, the information. Links to external sites are provided throughout the toolkit to support the reader with additional resources that may be more detailed, contextual, or live. While care has been taken to review these, we do not endorse nor bear any liability for the content or accuracy of these external sites.

Feedback survey draw Terms and Conditions Standard competition terms and conditions These terms, together with any entry information and/or additional terms and conditions specified by the Food and Fibre Centre of Vocational Excellence (Terms) apply to each competition (Competition) where Food and Fibre Centre of Vocational Excellence (Food and Fibre CoVE) states that its standard competition terms apply. These Terms are a contract between each entrant (you) and Food and Fibre CoVE. Term: The Competition starts and finishes on the dates specified by Food and Fibre CoVE at the time of entry. If your entry is received outside of this period you may be disqualified. Prize: The prize(s) for the Competition (Prize) are not transferable or redeemable for cash and all components of the prizes must be taken together. Some or all components of the prizes may be subject to availability, as well as additional terms and conditions set by third parties. Prize winners are responsible for arranging and paying for all costs associated with the prize that are not explicitly stated by Food and Fibre CoVE at the time of entry. Food and Fibre CoVE may replace the prize with another prize of equivalent or greater value if the prize becomes unavailable for reasons outside Food and Fibre CoVE's reasonable control. Where the prize is to be delivered to the winner, the prize must be delivered to a New Zealand address. Food and Fibre CoVE makes no warranties about the prize (including as to its quality or fitness for purpose). Who may enter: To enter the Competition, you must meet any entry criteria specified by Food and Fibre CoVE, and comply with these Terms. How to enter: If you do not follow the entry instructions specified by Food and Fibre CoVE and otherwise comply with these Terms, you may be disqualified. Incomplete entries may not be accepted. Generally, entries may not be modified after submission. Number of entries: Unless otherwise specified, you may only enter the Competition once. Winner: Unless otherwise specified, the winner(s) of the prize will be drawn randomly from one prize pool comprising all valid entries on the date specified by Food and Fibre CoVE at the time of entry. Where there are multiple prizes, entrants will not win more than one prize. Where the winner is not determined by a random draw, all judging decisions are made at the Food and Fibre CoVE's sole discretion. Contacting the winner: The winner of the Competition will be announced after determination. Food and Fibre CoVE will take reasonable steps to contact the winner by using the contact details provided at the time of entry. If Food and Fibre CoVE cannot contact a winner within one week after the winner is announced or if the winner is otherwise unable to accept the prize, then the winner will forfeit the prize and Food and Fibre CoVE may select a new winner. Entries: All entries received by Food and Fibre CoVE and any materials submitted with the entry (Materials) will become the property of Food and Fibre CoVE. By entering the Competition you consent to Food and Fibre CoVE copying, reproducing, altering, communicating to the public and otherwise using your entry and any Materials all media, whether known now or developed in the future, in relation to the Competition, or to advertise and promote Food and Fibre CoVE (including by publishing your entry and or the Materials, or parts of them, on the Food and Fibre CoVE's websites). Privacy: Food and Fibre CoVE may collect and use personal information about you (including your name, contact details, and any other personal information you provide in connection with your entry) for the purpose of administering the Competition, verifying the validity of entries, contacting winners and checking winners' identities, and marketing the goods and services of Food and Fibre CoVE to you. As certain information is required for us to run the Competition effectively, if you do not provide accurate information where we request, you may be disqualified from the Competition. Food and Fibre CoVE will collect, use and hold your information in accordance with our legal obligations, including under the Privacy Act 2020. In order to request access to or correction of your personal information please contact contact@employertoolkitnz.org . Liability: Subject to any applicable law that cannot be excluded, Food and Fibre CoVE and its employees and agents will not be liable for any loss or damage (whether in contract, tort (including negligence), under statute, equity or otherwise in connection with the Competition or the prize(s)). Without limiting the previous sentence, Food and Fibre CoVE is not responsible for any late, misdirected or incorrectly completed entries, or any technical malfunction, delay or loss of data that occurs in the course of the administration of the Competition, however caused. General: Food and Fibre CoVE's decisions regarding the Competition are final and no correspondence will be entered into. Food and Fibre CoVE may change these Terms at any time.

Understanding the roles of mentors, coaches, and buddies in the food and fibre industry can significantly enhance employment relationships. Learn more about what each role can achieve, their key activities, and the pros and cons associated with each. Understanding Mentoring and Coaching What is the difference between a mentor, a coach and a buddy? See Below for Information On: Mentor Coach Buddy What is a mentor? What does it achieve Focuses on long-term career development, goal setting, and personal growth through supporting someone's career journey usually across a medium-long period of time in an industry. It focuses on career networks, sharing similar experiences, and providing guidance on longer-term career pathways. Key activities Mentors listen, share their insights, and help mentees navigate their career paths. They connect the mentee with resources including experiences or networks. Who Involves a more experienced person providing advice, guidance, and support to a less experienced team member. Often from outside of the organisation. Pros Long term focus. Personal growth. May have infrequent check-ins.z Can be as part of a formal programme. Cons Time intensive. Can be unstructured. Mentee can sometimes have solutions given to them and not think through independently. What is a coach? What does it achieve Interactive process where the coach uses questioning and active listening to help the coachee find their own solutions and 'a-ha’ moments. It focuses on improving specific skills, performance, and achieving short-term goals. Key activities Coaches guide individuals to set clear goals, develop action plans, and stay accountable. Who Involves a senior person from within the organisation. Pros Regular check-ins. Structured approach. Skill improvement. Personalised feedback. Frequent check-ins. Encourages independent thinking and confidence. Cons Short term focus Relies on coachee to work problems through for themselves. What is a buddy? What does it achieve A buddy system is a simple and effective way to support new employees as they settle into their roles throughout their first few weeks or months on the job. Key activities Answers questions, introducing the new team member to others, and sharing tips on workplace practices to help them settle in. Who Someone similar in age / work experience (two to five years). Pros Provides immediate support. Eases transition into work. Peer connection. Cons Limited in ability to support with some issues Temporary New employee may become over reliant Click here to find out more on What Good Looks Like

Finding and supporting the right individuals is crucial for retention, as many new employees leave within the first 90 days due to unmet expectations (Jobvite, 2018). It's essential to get the basics right from the start. Six steps outlined below illustrate a good hiring process to help find the right person and ensure a smooth experience, reducing turnover risk. Note that this chapter's information is not legal advice; consult a professional if uncertain. Attracting the Right Individuals How do I hire and onboard new employees so they stay longer? Finding the right individuals and giving them support can make all the difference in retaining them. Studies show that many new employees leave within the first 90 days because the job isn't what they expected (Jobvite, 2018 ). So, it’s important you get the basics right from the beginning. To help communicate what a good hiring process looks like, six steps have been outlined in the diagram below which you could take to increase your chances of finding the right person. Following these steps can support a smooth experience for both you and the new employee, reducing the risk of them leaving. This chapter also refers to ‘candidates’. This is simply people who have applied for a job. Please note that the information provided in this chapter is not legal advice. If you are uncertain on any information presented, we recommend you seek advice from a professional. The 6 steps of hiring good employees 1 Preparing Why should an employee work for you? How do I communicate the job well? 2 Finding How do I write a job ad and gain interest? Where do I share a job ad? How do I hire migrant workers? 3 Assessing How do I choose who to interview? 4 Selecting How do I interview the candidates? How do I conduct a trial during an interview process? 5 Hiring How do I complete tests and checks? What are trials and probationary periods? How do I negotiate the employment agreement and pay? What Employment paperwork needs to be completed? 6 Onboarding Why should I onboard staff? What should I do to prepare for onboarding? What should I do on day 1? What should I do during week 1? What should I do in the first 3 months? View More Step One Preparing View More Step Two Finding View More Step Three Assessing View More Step Four Selecting View More Step Five Hiring View More Step Six Welcoming What does it look like? We have created some examples of what attracting the right individuals looks like at different levels of ability See Here Find more information and help here Some extra resources can be found below to check and further improve your recruitment and onboarding knowledge; Employment NZ: How to Hire (pdf) - A guide providing information about how to hire employees from the New Zealand government Business.govt.nz: Overview of the Hiring Process - A step by step and also visual guide to hiring from the New Zealand government Inland Revenue: First-Time Employers Guide - A guide on how to register as an employer with the New Zealand government Food and Fibre Skills Framework - A framework that can support the hiring process and guide you to describe skills at the right level, assess the skills people bring, and which skills might need to be developed on the job Resources for hiring disabled workers; Let’s level up: realising the potential of the disabled workforce - a report commissioned by the construction workforce development council that focuses on how to realise the potential of the disabled workforce. MSD: Lead Toolkit - A Toolkit to guide you through the process of employing disabled people/ Diversity Works NZ : Top tips for a respectful work environment for all abilities Whaikaha : A report that unpacks the factors that contribute to social exclusion of disabled people Click here for more information on Step 1: Preparing

Ensuring a Positive Employment Relationship. Maintaining a positive employment relationship involves several key areas; Having an understanding of policies and procedures, being able to identify problems in the workplace, resolving problems, ending employment and ethical employment. Understanding and implementing these practices helps foster a positive, productive work environment. For more detailed information on each area, refer to the comprehensive guidelines provided here. Preventing & Addressing Employment Problems How to make sure your employment relationship continues positively See Below for Information on: Policies & Procedures Identifying Problems in the Workplace Resolving Problems Ending Employment Ethical Employment What are policies and procedures? Policies and procedures explain the rules and expectations in the workplace, making sure everyone is on the same page. Policies: These explain the rules and expectations of employees. Procedures: These explain the steps or process of how something should be done. Having clear workplace policies and procedures benefits you in several ways: Sets consistent expectations: Everyone knows what is expected of them Prevents misunderstandings: Clear guidelines help avoid confusion Guidance for employees: Employees don’t have to guess what is expected of them. For example, a documented dress code helps new employees know what is acceptable to wear at work. While some workplace policies and procedures may be established through everyday working, putting them in writing makes it easier to enforce them and address any issues that arise. Written policies provide a clear reference point for both employers and employees. Here are some examples of workplace policies you might consider: Alcohol and drugs Anti-discrimination Anti-harassment (bullying) Code of conduct Discipline and misconduct Employment investigations Equipment, vehicles, and clothing Health and safety Leave Meals and breaks Internet and email Privacy Travel Attendance Grievance handling Social media Smoking Performance The number of policies and procedures needed by an organisation often depends on the employer size, with larger organisations often requiring greater and more detailed policies and procedures. This is because greater resources are available to write and implement them in larger organisations, and it can ensure consistent behaviour across a wide range of employees. Larger organisations could also consider a te ao Māori policy, Indigenous Intellectual Property Policy, koha policy, and tangihanga policy. This could all feed into a Māori strategy to attract and retain Māori employees while enriching your overall practices. You can find more information on policies and procedures here , along with a workplace policy builder tool from Business.govt here . How do I identify and prevent problems in the workplace? In the workplace, various issues with employees can occur. The way you handle these problems will depend on the specific issue and the people involved. All employment agreements must include a clear and simple description of how to resolve any problems that come up. This ensures everyone knows the process to follow. It's important for both employees and employers to record conversations in writing. This helps keep track of what has been discussed and agreed upon, making it easier to resolve issues fairly and transparently. Preventing employment problems The best way to handle employment issues is to prevent them from happening in the first place. Here are some simple practices to help with this: Communicate clearly: Take the time to ensure everyone understands what’s expected (see Workplace Wellbeing and Culture for more information) Foster a positive workplace culture: Create a culture where everyone shares responsibility for preventing and clearing up confusion and mistakes (see Workplace Wellbeing and Culture for more information) Raise concerns early: Address issues as soon as they arise to prevent them from becoming bigger and harder to solve Clear policies and procedures: Make sure workplace policies and procedures are easy to understand and well communicated Monitor performance: Use effective processes for setting and monitoring performance to keep everyone on track. See more information here . By adopting these practices, you'll create a more harmonious and productive workplace, making it easier to prevent and manage employment problems. How do I resolve workplace problems? There are processes to follow when working through employment relationship problems. Employers and employees should use these and try to resolve problems in a positive way. The way you solve problems escalates over time as more intervention is needed. Here's a high-level walkthrough: Resolving issues yourself When there is a problem, you should try and resolve it yourself before seeking outside assistance. This is often the quickest and most effective way to handle issues. You can find more information on how to navigate this here . Early resolution Early resolution is a free, impartial phone-based service to help you resolve a workplace issue quickly and informally provided by Employment NZ. It’s a great way to sort things out before they escalate. See more information here on what this service can offer you. Mediation Mediation is a voluntary, confidential, and safe way for employers and employees to discuss work-related problems with the help of an independent mediator. The Ministry of Business, Innovation and Employment offers a free mediation service for any employer with an employment relations problem. For more information on mediation see here . Disciplinary actions If misconduct occurs, disciplinary action can be carried out fairly by the employer. It's important to handle this properly, as failing to do so may give the employee grounds to raise a personal grievance. For more information on the disciplinary process, including steps to take and common mistakes, see here . What does ending employment look like? Employment relationships can end in various ways, such as resignation, retirement, dismissal, redundancy, and abandonment of employment. It is also important to consider how you handle an employee's final days working for you. Below lists some examples of what ending employment could look like. Resignation An employee can resign at any time by notifying you that they will be leaving and giving you their required notice period (agreed and written in the employment agreement). When notice has been given you should make sure it is the correct period that has been agreed. However, you can also agree to the employee not working the agreed notice period if needed. If an employee has resigned but later changes their mind, they can ask to withdraw their resignation. However, you do not have to agree to this. More information on resignations can be found here . Retirement There is no set age for retirement but the common age is 65 as this is when New Zealanders qualify for superannuation. When employees decide to retire, they will need to follow the normal process for resigning, and give notice to their employer. Dismissal An employer can dismiss an employee for a variety of reasons, but you must follow a fair and proper process to do so. See here for more information. Redundancy If you need to reduce or change your workforce, you can make employees redundant whose roles are no longer required. However, a fair process must be taken in these circumstances and often requires a lot of thought and effort to ensure it is done right. See here for more information. Abandonment of employment Another reason for ending employment may be when an employee abandons their job. This happens when an employee is absent from work for an extended period without explanation. You can find out more information and how to respond here . Last days of employment It's important to handle the end of employment thoughtfully. Here are some considerations. Recognition of service: Recognise the employee’s service by organising a farewell event or morning tea. This shows appreciation for their contributions. References: Your employee may ask for a reference, either verbal or written. Providing a reference can help them in their future job search. Collecting business property: Ensure all business property is collected, such as vehicles, phones, and tools. Exit interviews: Consider having an exit interview to discuss what worked well and what didn’t. This can provide valuable feedback. More information on this can be found in Workplace Wellbeing and Culture . Final pay: Ensure the employee receives their final pay on their last day or at the next scheduled payday. Final pay can be more complex than anticipated, but more information can be found here . How you send off an employee from your business is important. Not only does it improve their wellbeing by making them feel recognised for their work, but it can also enhance the reputation of your business. An employee may want to come back and work for you in the future because of the way they were treated in their final days. What is ethical employment? Today’s customers and investors expect businesses to treat their workers fairly, ethically, and sustainably. Ethical employment is important across the food and fibre value-chain, with many customers requesting proof of ethical working conditions. Being an ethical employer means following employment legislation and going beyond when necessary. More information on how to be an ethical employer can be found here from NZ Ethical Employers and here from Employment NZ. It’s crucial to note that migrant workers have the same minimum employment rights as workers in Aotearoa New Zealand. Recognised Seasonal Employer (RSE) scheme employers who do not follow these rights may receive a penalty for breaching employment standards. This will include a stand-down period, during which they cannot support visa applications. More information on migrant exploitation and how to report it can be found here . Click here to find out more on Training & Development