1 © 2015 Regents of the University of Minnesota. All rights reserved. 11 EXTENSION LABOR MANAGEMENT...

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© 2015 Regents of the University of Minnesota. All rights reserved.

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EXTENSION LABOR MANAGEMENT PROGRAMMING IN MINNESOTA: EVALUATIVE OUTCOMES AND

IMPACTS

ROB HOLCOMB, CHARLES SCHWARTAU, GARY A. HACHFELD, DAVID B. BAU, ANTONIO ALBA MERAZ AND

DONALD L. NITCHIE

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PROGRAM BACKGROUND Inter-disciplinary team including University

of Minnesota educators from the Extension Dairy Team, Extension Family Development, and Agricultural Business Management.

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EDUCATIONAL OBJECTIVES ↑ Understanding and exhibit application of

skills related to labor recruitment and retention

↑ Understanding of labor regulations ↑ Understanding of tax issues related to

hired labor ↑ Understanding of compensation systems ↑ Understanding of human risk

management through developing an employee handbook

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TARGET AUDIENCE Livestock and crop

producers in Minnesota Secondary audience

included agricultural professionals such as lenders, commodity organization staff, and farm management instructors.

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PROGRAM OFFERINGS

Employment Management Skills for Today: Planning for Success

Employment Management Skills for Today: Tax & Regulatory Issues in Minnesota

Employment Management Skills for Today: The Why’s and How’s of Developing Employee Handbooks

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PROGRAM TOPICS: PLANNING FOR SUCCESS Assessing the need for hired

labor/effective hiring process Tax and regulatory issues Communications – includes a cultural

component Compensation

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PROGRAM TOPICS: TAX & REGULATORY

Becoming an employer Employee vs. contract labor Worker documentation New hire reporting requirements Anti-discrimination laws Minimum wage/overtime Payroll & payroll deposits Year-end reporting

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PROGRAM TOPICS: WHY’S AND HOW’S OF DEVELOPING AN EMPLOYEE MANUAL Business policies Orientation and training Work Policies Employee pay information Leave of absence Discipline Job performance Employee benefits

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RESULTS – “PLANNING FOR SUCCESS” A total of 127 participants

attended one of the 10 workshops presented since February 2012.

Participants represented 71 farm businesses from 63 different communities.

Seven local business sponsors and three local educators involved in marketing the program.

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IMPACT STATEMENT – “PLANNING FOR SUCCESS”

100% of participants self-reported increases in knowledge around all eight of the program educational points.

Significant knowledge increases were reported in five of the eight educational areas.

98.7% of participants rated the overall workshop good or excellent

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SELF-REPORTED KNOWLEDGE INCREASEEND-OF-MEETING – PLANNING FOR SUCCESS (PFS)

Program Educational Point Pre-Post Mean ∆

Assess business and determine labor needs .95

Labor recruitment and implementing a hiring process .89

Federal / State employer and employee tax / labor law requirements

1.14*

Minnesota worker compensation, minimum wage, and non-discriminatory laws

1.09*

Develop and implement an employee compensation plan

1.11*

Complex lives of Hispanic/Latino workers 1.06*

Unique needs of immigrant employees 1.05*

Employers’ role in facilitating a positive work environment (relationships/communication)

.66

* Denotes level of significance at .05

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FOLLOW-UP EVALUATION (PFS) Follow-up evaluation

performed six months following the last workshop.

Focus is to determine program impacts based upon how participants utilized and acted on their new knowledge.

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FOLLOW-UP EVALUATION (PFS) Follow-up evaluations were

sent to 105 owner/operator participants from the 10 workshops.

20 businesses returned follow-up evaluation surveys (19%).

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FOLLOW-UP EVALUATION RESULTS (PFS)Question Yes No

Have you assessed your operation and determined the level of hired labor needed?

65% 35%

Have you implemented a new or revised labor recruitment & hiring process?

20% 80%

Have you updated or implemented a new process for compliance with federal & state employer & employer tax &

labor laws?

35% 65%

Cultural component helpful? 45% 55%

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QUALITATIVE COMMENTS (PFS) Financial benefit from

changes to hiring process:– “Saves the operation $400

each time we hire a new employee.”

– “This information helped us and has potentially saved us any hiring penalties – about $500 in savings.”

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QUALITATIVE COMMENTS (PFS) Employer/Employee tax & labor laws

process:– “We were not following everything according to

the law. This helped us get into compliance.”– “This prompted us to check and see if we were

in compliance with all the tax and labor laws.”– “We are paying more attention to the I-9 forms

now.”

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RESULTS – TAX & REGULATORY One session sponsored by Minnesota

Fruit and Vegetable Growers’ Association in 2014

Attendance: 11

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IMPACT STATEMENT – TAX & REGULATORY

100% of participants self-reported increases in knowledge around all seven of the program educational points.

Significant knowledge increases were reported in all seven educational areas.

100% of participants rated the overall workshop good or excellent

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SELF-REPORTED KNOWLEDGE INCREASEEND-OF-MEETING – TAX & REGULATORY

Program Educational Point Pre-Post Mean ∆

Federal employer and employee labor law requirements

1.20*

Regulatory issues such as worker compensation, minimum wage, non-discrimination and overtime

1.30*

Accurate and timely completion of the Form I-9 1.20*

Examination and recording of worker documents 1.50*

Storage requirements for Form I-9 1.33*

Processing payroll and payroll deposits 1.30*

Year-end information reporting (W-2s, 943, W-3) 1.40*


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RESULTS – WHY’S AND HOW’S….. Sessions held in January and March of

2014 Attendance: 16

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IMPACT STATEMENT – WHY’S AND HOW’S OF DEVELOPING EMPLOYEE MANUALS 100% of participants self-reported increases

in knowledge around all seven of the program educational points.

Significant knowledge increases were reported in all seven educational areas.

100% of participants rated the overall workshop good or excellent

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SELF-REPORTED KNOWLEDGE INCREASEEND-OF-MEETING – WHY’S AND HOW’S DEVELOPING EMPLOYEE

HANDBOOKSProgram Educational Point Pre-Post Mean ∆

Reasons for and importance of an employee handbook 1.43*

Types of policies that should be included in an employee handbook

1.43*

The process involved in developing, writing and implementing an employee handbook

1.71*

Usefulness of the “worksheet for organizing your employee handbook”

1.64*

Usefulness of the sample handbooks 1.64*

The value of working in small teams on policy drafts during the workshop

1.29*

Usefulness of the notebook material to continue development of your employee handbook

1.50*


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SUMMARY/CONCLUSION Marketing/sponsorship

seems to be the challenge

MN ABM team has recently experienced numerous retirements and new hires.

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SUMMARY/CONCLUSION (CONT.)

Follow-up evaluations are a challenge as behavior changes often are related to compliance issues

Frequently contacted by farm managers for follow-up compliance issues

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CONTACT INFORMATIONRob Holcomb, EA

Extension Educator, Agricultural Business Management

University of Minnesota Extension

Extension Regional Office, Marshall

1424 E College Drive, Suite 100

Marshall, MN 56258-2087

Email: [email protected]

Phone: 507-337-2807

Fax: 507-337-2802

mailto:[email protected]

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© 2014 Regents of the University of Minnesota. All rights reserved.The University of Minnesota is an equal opportunity educator and employer. In accordance with the Americans with Disabilities Act, this PowerPoint is available in alternative formats upon request. Direct requests to 612-624-1222.

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