Research Report - Queensland Farmers' Federation · Rural Industries Jobs and Skills Research...

Authors: Adam Hinds & Jodie Gordon

Issue Date: 18 May 2016

CB Project number: QFF0001

Research Report

Rural Industries Jobs and Skills Research 2015/16

18/05/2016 qff0001 agri jobs research report_final_180516_v2 2

Contents.

1. Introduction....................................................................................................... 9

1.1. Background and research aim ......................................................................................................... 9

2. Methodology in Brief ...................................................................................... 10

2.1. Target respondent ........................................................................................................................... 10

2.2. Data collection approach ................................................................................................................ 10

2.3. Interpreting This Report ................................................................................................................. 11

3. Findings: Total Agriculture Industry. ......................................................... 15

4. Findings: Industries....................................................................................... 66

4.1. Beef – Total Industry (Pastoralists and Intensive). .................................................................. 66

4.2. Cotton. ............................................................................................................................................... 81

4.3. Grain and Feed. ................................................................................................................................ 96

4.4. Intensive Livestock (poultry, dairy, pigs). ................................................................................ 111

4.5. Production Horticulture. ................................................................................................................ 122

4.6. Nursery and Garden. ..................................................................................................................... 137

4.7. Sheep. .............................................................................................................................................. 148

4.8. Sugar Cane ...................................................................................................................................... 159

5. Large Employer Insight – Qualitative Summary Report ....................... 170

5.1. Background ..................................................................................................................................... 170

5.2. Key Insights .................................................................................................................................... 171

6. Appendix A: Telephone (CATI) Questionnaire ........................................ 176



Index of Tables.

Table 1: Definitions 11 Table 2: Example table for interpretation of statistical significance 13 Table 3: Total number of staff (results according to sub-groups) (Total Industry) 17 Table 4: Number of full time and part time staff (results according to sub-groups) (Total Industry) 19 Table 5: Number of casual staff employed annually (results according to sub-groups) (Total Industry) 20 Table 6: Casual labour roles (results according to sub-groups) (Total Industry) 22 Table 7: Use of contractors (results according to sub-groups) (Total Industry) 23 Table 8: Number of contractors (results according to sub-groups) (Total Industry) 24 Table 9: Contractor roles (results according to sub-groups) (Total Industry) 26 Table 10: Number of businesses with staff in particular position descriptions (results according to sub-groups) (Total Industry) 28 Table 11: Types of roles versus type of employment (Total Industry) 30 Table 12: Types of staffing changes in past 12 months (results according to sub-groups) (Total Industry) 32 Table 13: Number of staffing changes in past 12 months (results according to sub-groups) (Total Industry) 34 Table 14: Reasons for redundancies or employment termination over past 12 months (results according to sub-groups) (Total Industry) 36 Table 15: New staff roles in past 12 months (results according to sub-groups) (Total Industry) 38 Table 16: Recruitment sources (results according to sub-groups) (Total Industry) 40 Table 17: Current employment vacancies (results according to sub-groups) (Total Industry) 41 Table 18: Positions currently vacant (results according to sub-groups) (Total Industry) 43 Table 19: Type of skills shortages - entire workforce (results according to sub-groups) (Total Industry) 45 Table 20: Skills shortages amongst owners and managers (results according to sub-groups) (Total Industry) 47 Table 21: Plans to retire in next 5-10 years - owners/managers only (results according to sub-groups) (Total Industry) 48 Table 22: Succession plans post-retirement (results according to sub-groups) (Total Industry) 49 Table 23: Ease of succession planning (results according to sub-groups) (Total Industry) 50 Table 24: Preference for staff with Certificate 2 and above qualifications (results according to sub-groups) (Total Industry) 51 Table 25: Preferred delivery method for workforce training (results according to sub-groups) (Total Industry) 53 Table 26: Impediments to training (results according to sub-groups) (Total Industry) 55 Table 27: Prior use of migrant workers (results according to sub-groups) (Total Industry) 56 Table 28: Number of migrant workers employed in past 12 months (results according to sub-groups) (Total Industry) 57 Table 29: Positions occupied by migrant workers (results according to sub-groups) (Total Industry) 59



Table 30: Staff numbers in the next 2 years (results according to sub-groups) (Total Industry) 62 Table 31: Sample profile (Total industry) 64 Table 32: Sample profile (Suppliers within Total industry) 65 Table 33: Number of full time and part time staff (Beef Industry) 66 Table 34: Number of casual staff employed annually (Beef Industry) 66 Table 35: Casual labour roles (Beef Industry) 67 Table 36: Use of contractors (Beef Industry) 68 Table 37: Position descriptions occupied (Beef Industry) 69 Table 38: Types of roles versus type of employment (Beef Industry) 69 Table 39: Type and number of staffing changes in past 12 months (Beef Industry) 70 Table 40: Reasons for redundancies or employment termination over past 12 months (Beef Industry) 70 Table 41: New staff (Beef Industry) 71 Table 42: Current employment vacancies (Beef Industry) 71 Table 43: Skills shortages (Beef Industry) 72 Table 44: Retirement and business succession (Beef Industry) 73 Table 45: Qualifications and Training (Beef Industry) 74 Table 46: Use of migrant workers (Beef Industry) 75 Table 47: Staff numbers in the next 2 years (Beef Industry) 76 Table 48: Sample profile (Beef Industry) 76 Table 49: Number of full time and part time staff (Cotton Industry) 81 Table 50: Number of casual staff employed annually (Cotton Industry) 81 Table 51: Casual labour roles (Cotton Industry) 82 Table 52: Use of contractors (Cotton Industry) 83 Table 53: Position descriptions occupied (Cotton Industry) 84 Table 54: Types of roles versus type of employment (Cotton Industry) 84 Table 55: Type and number of staffing changes in past 12 months (Cotton Industry) 85 Table 56: Reasons for redundancies or employment termination over past 12 months (Cotton Industry) 85 Table 57: New staff (Cotton Industry) 86 Table 58: Current employment vacancies (Cotton Industry) 86 Table 59: Skills shortages (Cotton Industry) 87 Table 60: Retirement and business succession (Cotton Industry) 88 Table 61: Qualifications and Training (Cotton Industry) 89 Table 62: Use of migrant workers (Cotton Industry) 90 Table 63: Staff numbers in the next 2 years (Cotton Industry) 91 Table 64: Sample profile (Cotton Industry) 91 Table 65: Number of full-time and part-time staff (Grain and Feed Industry) 96 Table 66: Number of casual staff employed annually (Grain and Feed Industry) 96 Table 67: Casual labour roles (Grain and Feed Industry) 97 Table 68: Use of contractors (Grain and Feed Industry) 98 Table 69: Position descriptions occupied (Grain and Feed Industry) 99 Table 70: Types of roles versus type of employment (Grain and Feed Industry) 99 Table 71: Type and number of staffing changes in past 12 months (Grain and Feed Industry) 100 Table 72: Reasons for redundancies or employment termination over past 12 months (Grain and Feed Industry) 100 Table 73: New staff (Grain and Feed Industry) 101 Table 74: Current employment vacancies (Grain and Feed Industry) 101



Table 75: Skills shortages (Grain and Feed Industry) 102 Table 76: Retirement and business succession (Grain and Feed Industry) 103 Table 77: Qualifications and Training (Grain and Feed Industry) 104 Table 78: Use of migrant workers (Grain and Feed Industry) 105 Table 79: Staff numbers in the next 2 years (Grain and Feed Industry) 106 Table 80: Sample profile (Grain and Feed Industry) 106 Table 81: Number of full time and part time staff (Intensive Livestock Industry) 111 Table 82: Number of casual staff employed annually (Intensive Livestock Industry) 111 Table 83: Casual labour roles (Intensive Livestock Industry) 112 Table 84: Use of contractors (Intensive Livestock Industry) 113 Table 85: Position descriptions occupied (Intensive Livestock Industry) 114 Table 86: Types of roles versus type of employment (Intensive Livestock Industry) 114 Table 87: Type and number of staffing changes in past 12 months (Intensive Livestock Industry) 115 Table 88: Reasons for redundancies or employment termination over past 12 months (Intensive Livestock Industry) 115 Table 89: New staff (Intensive Livestock Industry) 116 Table 90: Current employment vacancies (Intensive Livestock Industry) 116 Table 91: Skills shortages (Intensive Livestock Industry) 117 Table 92: Retirement and business succession (Intensive Livestock Industry) 118 Table 93: Qualifications and Training (Intensive Livestock Industry) 119 Table 94: Use of migrant workers (Intensive Livestock Industry) 120 Table 95: Staff numbers in the next 2 years (Intensive Livestock Industry) 121 Table 96: Sample profile (Intensive Livestock Industry) 121 Table 97: Number of full time and part time staff (Production Horticulture Industry) 122 Table 98: Number of casual staff employed annually (Production Horticulture Industry) 122 Table 99: Casual labour roles (Production Horticulture Industry) 123 Table 100: Use of contractors (Production Horticulture Industry) 124 Table 101: Position descriptions occupied (Production Horticulture Industry) 125 Table 102: Types of roles versus type of employment (Production Horticulture Industry) 125 Table 103: Type and number of staffing changes in past 12 months (Production Horticulture Industry) 126 Table 104: Reasons for redundancies or employment termination over past 12 months (Production Horticulture Industry) 126 Table 105: New staff (Production Horticulture Industry) 127 Table 106: Current employment vacancies (Production Horticulture Industry) 127 Table 107: Skills shortages (Production Horticulture Industry) 128 Table 108: Retirement and business succession (Production Horticulture Industry) 129 Table 109: Qualifications and Training (Production Horticulture Industry) 130 Table 110: Use of migrant workers (Production Horticulture Industry) 131 Table 111: Staff numbers in the next 2 years (Production Horticulture Industry) 132 Table 112: Sample profile (Production Horticulture Industry) 132 Table 113: Number of full time and part time staff (Nursery and Garden Industry) 137 Table 114: Number of casual staff employed annually (Nursery and Garden Industry) 137 Table 115: Casual labour roles (Nursery and Garden Industry) 138 Table 116: Use of contractors (Nursery and Garden Industry) 139 Table 117: Position descriptions occupied (Nursery and Garden Industry) 140 Table 118: Types of roles versus type of employment (Nursery and Garden Industry) 140 Table 119: Type and number of staffing changes in past 12 months (Nursery and Garden Industry) 141



Table 120: Reasons for redundancies or employment termination over past 12 months (Nursery and Garden Industry) 141 Table 121: New staff (Nursery and Garden Industry) 142 Table 122: Current employment vacancies (Nursery and Garden Industry) 142 Table 123: Skills shortages (Nursery and Garden Industry) 143 Table 124: Retirement and business succession (Nursery and Garden Industry) 144 Table 125: Qualifications and Training (Nursery and Garden Industry) 145 Table 126: Use of migrant workers (Nursery and Garden Industry) 146 Table 127: Staff numbers in the next 2 years (Nursery and Garden Industry) 147 Table 128: Sample profile (Nursery and Garden Industry) 147 Table 129: Number of full time and part time staff (Sheep Industry) 148 Table 130: Number of casual staff employed annually (Sheep Industry) 148 Table 131: Casual labour roles (Sheep Industry) 149 Table 132: Use of contractors (Sheep Industry) 150 Table 133: Position descriptions occupied (Sheep Industry) 151 Table 134: Types of roles versus type of employment (Sheep Industry) 151 Table 135: Type and number of staffing changes in past 12 months (Sheep Industry) 152 Table 136: Reasons for redundancies or employment termination over past 12 months (Sheep Industry) 152 Table 137: New staff (Sheep Industry) 153 Table 138: Current employment vacancies (Sheep Industry) 153 Table 139: Skills shortages (Sheep Industry) 154 Table 140: Retirement and business succession (Sheep Industry) 155 Table 141: Qualifications and Training (Sheep Industry) 156 Table 142: Use of migrant workers (Sheep Industry) 157 Table 143: Staff numbers in the next 2 years (Sheep Industry) 158 Table 144: Sample profile (Sheep Industry) 158 Table 145: Number of full time and part time staff (Sugar Cane Industry) 159 Table 146: Number of casual staff employed annually (Sugar Cane Industry) 159 Table 147: Casual labour roles (Sugar Cane Industry) 160 Table 148: Use of contractors (Sugar Cane Industry) 161 Table 149: Position descriptions occupied (Sugar Cane Industry) 162 Table 150: Types of roles versus type of employment (Sugar Cane Industry) 162 Table 151: Type and number of staffing changes in past 12 months (Sugar Cane Industry) 163 Table 152: Reasons for redundancies or employment termination over past 12 months (Sugar Cane Industry) 163 Table 153: New staff (Sugar Cane Industry) 164 Table 154: Current employment vacancies (Sugar Cane Industry) 164 Table 155: Skills shortages (Sugar Cane Industry) 165 Table 156: Retirement and business succession (Sugar Cane Industry) 166 Table 157: Qualifications and Training (Sugar Cane Industry) 167 Table 158: Use of migrant workers (Sugar Cane Industry) 168 Table 159: Staff numbers in the next 2 years (Sugar Cane Industry) 169 Table 160: Sample profile (Sugar Cane Industry) 169



Index of Figures.

Figure 1 Proportion of businesses employing various types of staff (Total Industry) 15 Figure 2 Total number of staff (Total Industry) 16 Figure 3 Number of full time and part time staff (detailed) (Total Industry) 18 Figure 4 Number of casual staff employed annually (Total Industry) 20 Figure 6 Use of contractors (Total Industry) 23 Figure 7 Number of contractors (Total Industry) 24 Figure 8 Contractor roles (Total Industry) 25 Figure 9 Number of businesses with staff in particular position descriptions (Total Industry) 27 Figure 10 Number of employees in each position description (Total Industry) 29 Figure 11 Types of staffing changes in past 12 months (Total Industry) 32 Figure 12 Number of staffing changes in past 12 months (Total Industry) 33 Figure 13 Reasons for redundancies or employment termination over past 12 months (Total Industry) 35 Figure 14 New staff roles in past 12 months (Total Industry) 37 Figure 15 Recruitment sources (Total Industry) 39 Figure 16 Current employment vacancies (Total Industry) 41 Figure 17 Positions currently vacant (Total Industry) 42 Figure 18 Type of skills shortages - entire workforce (Total Industry) 44 Figure 19 Skills shortages amongst owners and managers (Total Industry) 46 Figure 20 Plans to retire in next 5-10 years - owners/managers only (Total Industry) 48 Figure 21 Succession plans post-retirement (Total Industry) 49 Figure 22 Ease of succession planning (Total Industry) 50 Figure 23 Preference for staff with Certificate 2 and above qualifications (Total Industry) 51 Figure 24 Preferred delivery method for workforce training (Total Industry) 52 Figure 25 Impediments to training (Total Industry) 54 Figure 26 Prior use of migrant workers (Total Industry) 56 Figure 27 Number of migrant workers employed in past 12 months (Total Industry) 57 Figure 28 Positions occupied by migrant workers (Total Industry) 58 Figure 29 Recruitment sources – migrant workers (Total Industry) 60 Figure 30 Staff numbers in the next 2 years (Total Industry) 61 Figure 31 Current vs. future employment (Total Industry) 63 Figure 32 Trend data: Number of full time, part time and casual staff (Beef Industry) 77 Figure 33 Trend data: Employ contractors (Beef Industry) 78 Figure 34 Trend data: Employ migrant workers (Beef Industry) 78 Figure 35 Trend data: Recruitment sources (Beef Industry) 79 Figure 36 Trend data: Staff numbers in the next 2 years – Nett Any (Beef Industry) 80 Figure 37 Trend data: Staff numbers in the next 2 years – Detailed breakdown (Beef Industry) 80 Figure 38 Trend data: Family vs. corporate businesses (Cotton Industry) 92 Figure 39 Trend data: Employ contractors (Cotton Industry) 93 Figure 40 Trend data: Number of contractors (Cotton Industry) 93 Figure 41 Trend data: Recruitment sources (Cotton Industry) 94 Figure 42 Trend data: Staff numbers in the next 2 years – Nett Any (Cotton Industry) 95



Figure 43 Trend data: Staff numbers in the next 2 years – Detailed breakdown (Cotton Industry) 95 Figure 44 Trend data: Number of full time, part time and casual staff (Grain and Feed Industry) 107 Figure 45 Trend data: Employ contractors (Grain and Feed Industry) 108 Figure 46 Trend data: Employ migrant workers (Grain and Feed Industry) 108 Figure 47 Trend data: Recruitment sources (Grain and Feed Industry) 109 Figure 48 Trend data: Staff numbers in the next 2 years – Nett Any (Grain and Feed Industry) 110 Figure 49 Trend data: Staff numbers in the next 2 years – Detailed breakdown (Grain and Feed Industry) 110 Figure 50 Trend data: Number of full time, part time and casual staff (Production Horticulture Industry) 133 Figure 51 Trend data: Employ contractors (Production Horticulture Industry) 134 Figure 52 Trend data: Employ migrant workers (Production Horticulture Industry) 134 Figure 53 Trend data: Recruitment sources (Beef Industry) 135 Figure 54 Trend data: Staff numbers in the next 2 years – Nett Any (Production Horticulture Industry) 136 Figure 55 Trend data: Staff numbers in the next 2 years – Detailed breakdown (Production Horticulture Industry) 136



1. Introduction

1.1. Background and research aim

The Queensland Rural Jobs and Skills Alliance (RJSA) is seeking insight into the Queensland

agriculture industries to determine what and where rural jobs and skill demand is, and what, if any,

are the impediments to attracting and retaining appropriately skilled workers in those industries.

As such, the Queensland Farmers’ Federation (QFF), on behalf of the RJSA, sought market research

to be conducted to provide a foundation of insights and understanding of the market in late 2015 and

help establish this report.

Colmar Brunton was commissioned to undertake this market research.

Telephone surveys were conducted across a number of industry groups – ensuring feedback specific

to industry. These industries included:

Beef industry including:

o Beef – pastoralists;

o Beef – intensive;

Cotton;

Grain and Feed;

Intensive Livestock (poultry, dairy, pigs);

Production Horticulture;

Nursery and Garden;

Sheep; and

Sugar Cane.

In total, n=993 surveys were undertaken.

The findings of this research are outlined in this report, and provide a fresh perspective as to what

specific rural jobs are available in what regions, and what jobs, if any, are unfilled and for what

reasons. It also shows comparative trends across previous studies (and industries) to current views

where possible.

The results are presented within this report at a total industry level (all industries combined) and at an

individual industry level.

2. Methodology in Brief

2.1. Target respondent

The research targeted key decision makers with Queensland primary industry businesses, particularly

those involved in hiring staff for the business. In the majority of cases the interview was conducted

with the manager or owner of the business/farm, however a small proportion of interviews were

conducted with employees who had considerable involvement with hiring staff for the business.

Hobby farms were omitted from this study except in the nursery and garden industry.

This project stretched beyond just the farm to be more inclusive of the industry and jobs base, and as

such included supply chain industries who service the farms (e.g. irrigation consultants, logistics,

mustering, machinery upkeep, and contractors such as contract harvesters etc.).

Sampling was primarily driven through purchased industry lists obtained by Colmar Brunton for the

various industries (in line with previous studies Colmar Brunton had conducted in the primary industry

sector).

The focus was on Queensland operations and jobs. If the business was operating beyond just

Queensland, they were instructed to focus their answers around the Queensland operations.

Furthermore, survey respondents were directed to focus their answers on the primary industry where

their revenue was primarily driven, unless the survey quota for that particular industry was full, in

which case they were directed to focus their answers on the secondary industry where their revenue

was driven.

A detailed sample profile can be seen within each section of the report in relation to the total industry

surveyed and specific industries.

2.2. Data collection approach

The research utilised a quantitative telephone survey, otherwise known as a Computer-Assisted-

Telephone-Survey (CATI). CATI is a telephone interviewing method that uses a computer

programmed questionnaire to allow the interviewer to seamlessly navigate the respondent through the

questionnaire.

This methodology allowed for flexibility in the interview process (particularly compared with an online

methodology) – a human dynamic to encourage/clarify participation, as well as allowing for interviews

to be rescheduled at a time that suits the survey respondent (if required).

CATI interviews were conducted within an ISO20252 accredited call centre. Interviews were

conducted during and after normal business hours on weekdays and weekends with calls schedules

across a variety of day parts and days so as to maximise the likelihood of achieving interviews with a


qff0001 agri jobs research report_final_180516_v2 11

good cross section of the market. Up to 3 call backs were made to all farms so that difficult to reach

respondents have a good chance of taking part in the study.

The survey was undertaken in December 2015 and January 2016.

Each survey was approximately 15 minutes in duration.

The CATI questionnaire can be seen in Appendix A.

2.3. Interpreting This Report

2.3.1. Definitions

The following terms or abbreviations have been utilised throughout this report.

Table 1: Definitions

Term of abbreviation Definition

RJSA Queensland Rural Jobs and Skills Alliance

QFF Queensland Farmers’ Federation

QLD Queensland

SR Single Response

MR Multiple Response

2.3.2. Percentages and averages

Percentages are generally rounded to whole numbers. Some percentages may not add to 100% due

to rounding. Where percentages add up to more than 100% this may be due to:

The question being multiple response (MR) rather than single response (SR).

Respondents participating in multiple physical activities, and therefore the results represent

the proportion of activities rather than the proportion of respondents.

Average ratings (e.g. mean scores) are rounded to one decimal place.

2.3.3. Sorting of results

In many tables and charts, rows are sorted from most frequent response to least. The exceptions to

this are as follows:

Where responses are ordinal and thus more logical to present in that way (e.g. the frequency

of performing physical activity is ordered from lowest to highest frequency).



Where lists of physical activities are shown these are shown in alphabetical order to allow the

reader to find them easily.

2.3.4. Weighting

The results of this survey have not been weighted.

2.3.5. Tests of Statistical Significance

Tests between sub-groups

The section of the report focussing on the total industry, tests for statistical significance have been

conducted on particular subgroups of interest in this survey, including:

Business type (primary producer or supplier to primary producer)

Role in business (owner, manager or employee)

Location (South-East Queensland or other)

Tests have been undertaken at a 95% confidence level. If there is a statistically significant difference

between the result for a particular group and the result for the wider industry population, we can be

confident that this difference has not occurred by chance, rather that it reflects a genuine difference

among that group compared to the wider population.

The results for these tests are shown as tables throughout this report. Shaded cells indicate a

statistically significant result. The following legend applies.

An example table is shown below as well as a brief explanation of how to interpret the significance

shading.

This example table shows that an overall level, 32%a of respondents surveyed indicated they currently

employed full time staff. However when we look at differing sub-groups in the sample there is a

variance. The cells in blue indicate a result that is significantly higher (statistically speaking) when

compared to the total respondents surveyed. Therefore a significantly higher proportion of suppliers

to primary producers employ full time staff (48%b) compared to other types of respondents. The gold

cells indicate a result that is significantly lower than the total sample – specifically the result for sole or

joint owners (28%c).

Significantly higher than the result at a total level (statistically significant @ 95% confidence interval)

Significantly lower than the result at a total level (statistically significant @ 95% confidence interval)



Table 2: Example table for interpretation of statistical significance

All Business type Role in business Location

TO

TA

L

A p

rimary

pro

ducer

A s

upplie

r to p

rimary

pro

ducers

Ow

ners

(sole

or jo

int)

Ma

nager

Em

plo

yee

South

-East Q

LD

Oth

er Q

LD

Sample size (unweighted) n= 993 943 50 861 88 44 125 868

Employ full time staff 32%a

31% 48%b

28%c

57% 66% 34% 32%

Q1. Excluding yourself and any family members, how many full time staff do you employ? RECORD NUMBER 0 - 999 (Base: Total industry n=993)

Whether there is a statistical difference between two figures is dependent on a number of aspects;

particularly sample size. This may explain why one figure is statistically different to the total result, but

a similar figure is not. Therefore a result of say 70% may show up as being statistically significant for

a sub-group with a large sample size, whilst the same result of 70% may not show up as being

statistically significant for a sub-group with a lower sample size.

Tests between years

Colmar Brunton has previously conducted research for the Department of Employment, Economic

Development and Innovation in 2011 and the Department of Agriculture, Forestry and Fisheries in

2013 that allows us to compare the results of the research for the QFF over time for some industries

including:

Beef;


Grain and Feed; and

Cotton.

Tests for changes of statistical significance have been conducted against the 2015/16 results of this

research for the QFF and these previous research studies where possible. Arrows are shown where

changes are statistically significant.



Significantly higher than the previous year @ 95% confidence interval)

Significantly lower than the previous year (statistically significant @ 95% confidence interval)



2.3.6. Reliability

Margin of error comes into play as it is naturally not feasible to survey 100% of a population. The

margin of error associated with this survey is +/-3.07%. This means that if 32% of our sample

indicated their business employed full time staff, we can be 95% confident that the true result in the

broader population of interest lies between 28.93% and 35.07%.

Where sample sizes are low (less than n=30), these are marked with asterixes (**) throughout this

report. These results should be interpreted with caution due to their high degree of unreliability, and

thus for the purpose of this report, are not shown.

As with all surveys, a small amount of non-sampling error may be at play in the results. All surveys

are subject to errors. There are two main types of errors: sampling errors and non-sampling errors.

Sampling error

The sampling error is the error that arises because not every single member of the population was

included in the survey. Naturally it is simply not feasible to survey the whole population to avoid this

type of error. One can, however, estimate how big this error component is, using statistical theory.

This theory indicates that with a sample of 1,000 people from a population of 100,000 people or more,

the maximum margin of sampling error on an estimate of a proportion is 3.1%.

Non-sampling error

All surveys, regardless of whether they are samples or censuses, are subject to other types of error

called non-sampling error. Non-sampling error in a CATI study includes things like respondents

misunderstanding a question.

Every attempt has been made to minimise the non-sampling error in this study. For example, use of

Computer Assisted Telephone Interviewing (CATI) reduces the number of keying errors and ensures

interviewers ask the right questions. Another example includes applying logic checks to the online

survey to ensure respondents do not accidentally skip over questions, or enter responses that do not

make sense. However, some types of error are out of the control of the researcher. In particular, the

study is reliant on accurate reporting of behaviours and views by respondents. For example, a

respondent may forget that they employed a migrant 6 months ago and fail to report this activity.



3. Findings: Total Agriculture Industry.

3.1.1. Staff overall

Industry representatives surveyed were asked whether they employed full time, part time, casual or

contractor staff. Figure 1 below shows the proportion of businesses who employed each type of staff

member.

The industry as a whole is characterised by large use of contractor (52%) and casual staff (47%).

Just one-third (32%) employ staff on a full time basis, while one in five (20%) employ staff on a part

time basis.

Figure 1 Proportion of businesses employing various types of staff (Total Industry)

Q1/Q2/Q3a. Excluding yourself and any family members, how many full time/part time/casual/seasonal

staff do you employ? RECORD NUMBER 0 - 999 (Base: Total industry n=993)

Q4a. Do you use contractors on a semi-regular or regular basis? IF REQUIRED: not just a once off need or

specialist need (Base: Total industry n=993)

61%

82%

32%

20%

47% 52%

0%

20%

40%

60%

80%

100%

Employ ANYstaff (excluding

contractors)

Employ ANYstaff (including

contractors)

Full time staff Part time staff Casual staff Contractors



3.1.2. Total number of staff

The total number of reported staff including and excluding contractors can be viewed in Figure 2

below.

Figure 2 Total number of staff (Total Industry)





39%

18%

11%

15%

11%

12%

7%

11%

32%

45%

0% 20% 40% 60% 80% 100%

Number of staffexcluding

contractors

Number of staffincluding

contractors

0 (None or family only) 1 2 3 More than 3

Mean=9.3 Median=1

Mean=10.9 Median=3



Table 3 below displays these results according the various sub-groups in the sample.

Table 3: Total number of staff (results according to sub-groups) (Total Industry)


TO

TA

L

A p

rimary

pro

ducer

A s

upplie

r to p

rimary

pro

ducers

Ow

ners

(sole

or jo

int)

Ma

nager

Em

plo

yee

South

-East Q

LD

Oth

er Q

LD


Total number of staff excluding contractors

Nett 1 or more (% ANY) 61% 60% 74% 58% 81% 84% 51% 62%

0 (None or family only) 39% 40% 26% 42% 19% 16% 49% 38%

1 staff member 11% 11% 14% 12% 11% 7% 12% 11%

2 staff members 11% 11% 10% 11% 11% 11% 3% 12%

3 staff members 7% 7% 10% 7% 5% 5% 4% 7%

More than 3 staff members 32% 31% 40% 28% 53% 61% 32% 32%

Mean 9.3 9.6 4.6 5.6 22.9 55.9 20.8 7.7

Median 1 1 3 1 4 7 1 2

Total number of staff including contractors

Nett 1 or more (% ANY) 82% 82% 88% 80% 92% 95% 70% 84%


1 staff member 15% 15% 14% 16% 10% 7% 14% 15%

2 staff members 12% 12% 12% 12% 7% 9% 8% 12%

3 staff members 11% 10% 14% 11% 7% 7% 6% 11%


Mean 10.9 11.1 6.0 6.9 25.7 58.2 22.2 9.2

Median 3 3 3 3 6 8 2 3









3.1.3. Number of full time and part time staff.

Industry representatives were asked how many full time and part time staff they currently employed

(see Figure 3). On average, 2.4 staff were employed on a full time basis, and 0.7 staff were employed

on a part time basis. Just over-two thirds (68%) of businesses did not employ any full time staff at all,

while more (80%) did not employ any part time staff at all.

Figure 3 Number of full time and part time staff (detailed) (Total Industry)

Q1/Q2. Excluding yourself and any family members, how many full time/part time staff do you employ?

RECORD NUMBER 0 - 999 (Base: Total industry n=993)

68%

80%

11%

9%

7%

4%

3%

2%

11%

4%

0% 20% 40% 60% 80% 100%

Number of Fulltime staff

Number of Parttime staff


Mean=2.4 Median=0

Mean=0.7 Median=0




Table 4: Number of full time and part time staff (results according to sub-groups) (Total Industry)


TO

TA

L

A p

rimary

pro

ducer

A s

upplie

r to p

rimary

pro

ducers

Ow

ners

(sole

or jo

int)

Ma

nager

Em

plo

yee

South

-East Q

LD

Oth

er Q

LD


Full time staff

Nett 1 or more (% ANY) 32% 31% 48% 28% 57% 66% 34% 32%


1 staff member 11% 11% 16% 11% 13% 11% 6% 12%

2 staff members 7% 7% 8% 7% 11% 5% 5% 7%

3 staff members 3% 3% 6% 3% 1% 9% 4% 3%


Mean 2.4 2.5 1.9 1.1 6.3 20.9 7.7 1.7

Median 0 0 0 0 1 2 0 0

Part time staff

Nett 1 or more (% ANY) 20% 19% 28% 17% 35% 34% 19% 20%


1 staff member 9% 9% 10% 8% 15% 14% 8% 9%

2 staff members 4% 4% 8% 4% 7% 7% 4% 4%

3 staff members 2% 2% 0% 2% 2% 2% 2% 2%


Mean 0.7 0.7 0.9 0.6 1.1 1.3 0.7 0.7

Median 0 0 0 0 0 0 0 0

Q1/Q2. Excluding yourself and any family members, how many full time/part time staff do you employ? RECORD NUMBER 0 - 999 (Base: Total industry n=993)





3.1.4. Use of casual labour.

Industry representatives were asked how many casual or seasonal staff they currently employed on

an annual basis (see Figure 4). The use of casual labour was much more common than full time or

part time labour, with 6.2 casual or seasonal staff employed on average. Just over half (53%) did not

employ any casual or seasonal staff at all.

Figure 4 Number of casual staff employed annually (Total Industry)

Q3a. And what about casual/seasonal staff on an annual basis? RECORD NUMBER 0 - 999 (Base: Total

industry n=993)


Table 5: Number of casual staff employed annually (results according to sub-groups) (Total Industry)


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Nett 1 or more (% ANY) 47% 47% 50% 45% 56% 61% 42% 48%

0 casuals (none or family only) 53% 53% 50% 55% 44% 39% 58% 52%

1 casuals 11% 11% 18% 11% 9% 11% 11% 11%

2 casuals 9% 10% 4% 10% 10% 7% 5% 10%

3 casuals 6% 6% 14% 7% 3% 5% 3% 7%

More than 3 casuals 20% 20% 14% 18% 33% 39% 22% 20%

Mean 6.2 6.4 1.8 3.8 15.6 33.8 12.4 5.3

Q3a. And what about casual/seasonal staff on an annual basis? RECORD NUMBER 0 - 999 (Base: Total industry n=993)

53% 11% 9% 6% 20%

0% 20% 40% 60% 80% 100%

Number ofCasual /

Seasonal staff


Mean=6.2 Median=0





Industry representatives from businesses that employed casual or seasonal labour were asked what

sort of tasks these staff members undertook for the business. Figure 5 shows these findings amongst

two groups of respondents:

(a) Amongst only those businesses that employed casual or seasonal staff

(b) Rebased to the total industry

The most common tasks undertaken by casual or seasonal staff included manual / general labour /

various jobs (18% total industry, 38% businesses that employ casual or seasonal staff). This task

clearly exceeded that of others. Following this, stockwork, picking and harvesting were the next most

common tasks undertaken by casual or seasonal staff.

Figure 5 Casual labour roles (Total Industry)

Q3b. What does your casual labour do for you? DO NOT READ OUT. MR. (Base: As shown)

* Response option added to pre-existing codeframe - coded up from ‘other (specify)’ verbatims

18%

9%

8%

8%

7%

5%

4%

4%

4%

3%

3%

1%

1%

1%

1%

1%

0.3%

3%

53%

38%

19%

17%

17%

15%

10%

9%

8%

7%

7%

7%

3%

2%

2%

2%

1%

1%

7%

0%

0% 20% 40% 60%

Manual/ general labour/various jobs

Stockwork incl. mustering, cattlework, branding,husbandry, feeding stock*

Picking

Harvesting

Transportation/Driving, i.e. operating tractors, forklifts,farm vehicles

Planting

Shearing

Fencing

Machinery operation

Vegetation management incl. weeding, thinning, mowing,watering, pruning, garden maintenance etc*

Packing*

Customer service incl. sales, retail*

Irrigation

Spraying

Repairs & maintenance*

Sorting*

Build modules

Other (specify)

Not applicable - do not employ casual labour

Total industry (n=993)

Businesses that employ casual orseasonal staff (n=467)




Table 6: Casual labour roles (results according to sub-groups) (Total Industry)


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Manual / general labour/various jobs

18% 17% 24% 17% 17% 32% 24% 17%

Stockwork incl. mustering, cattlework, branding, husbandry, feeding stock*

9% 9% 2% 10% 6% 5% 2% 10%

Picking 8% 8% 2% 8% 8% 7% 5% 9%

Harvesting 8% 8% 2% 8% 6% 5% 6% 8%

Transportation/Driving, i.e. operating tractors, forklifts, farm vehicles

7% 7% 8% 7% 10% 7% 5% 7%

Planting 5% 5% 4% 5% 3% 2% 6% 5%

Shearing 4% 5% 0% 5% 0% 2% 1% 5%

Fencing 4% 4% 0% 4% 2% 2% 4% 4%

Machinery operation 4% 3% 8% 3% 7% 5% 2% 4%

Vegetation management incl. weeding, thinning, mowing, watering, pruning, garden maintenance etc.*

3% 3% 4% 3% 3% 5% 7% 3%

Packing* 3% 3% 0% 3% 5% 9% 4% 3%


1% 1% 16% 1% 5% 7% 3% 1%

Irrigation 1% 1% 2% 1% 2% 2% 1% 1%

Spraying 1% 1% 0% 1% 1% 0% 1% 1%

Repairs and maintenance* 1% 1% 4% 1% 1% 0% 2% 1%

Sorting* 1% 1% 0% 0% 1% 2% 2% 0%

Build modules 0% 0% 2% 0% 0% 0% 0% 0%

Other (specify) 3% 3% 6% 2% 13% 7% 3% 3%

Q3b. What does your casual labour do for you? DO NOT READ OUT. MR. (Base: Total industry) * Response option added to pre-existing codeframe - coded up from ‘other (specify)’ verbatims





3.1.5. Contractor supply.

Industry representatives were asked if they used contractors or a regular or semi-regular basis (see

Figure 6); just over half (52%) indicated they did.

Figure 5 Use of contractors (Total Industry)




Table 7: Use of contractors (results according to sub-groups) (Total Industry)


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Yes – employ contractors 52% 53% 30% 52% 51% 50% 42% 54%

No – do not employ contractors 48% 47% 70% 48% 49% 50% 58% 46%

Q4a. Do you use contractors on a semi-regular or regular basis? IF REQUIRED: not just a once off need or specialist need (Base: Total industry n=993)

Yes - employ contractors, 52%

No - do not employ contractors, 48%





Figure 7 below shows the number of contractors employed on a regular or semi-regular basis. On

average, 1.6 contractors are currently employed on this basis.

Figure 6 Number of contractors (Total Industry)

Q4b How many contractors do you use? RECORD NUMBER 0-999 (Base: Total industry n=993)


Table 8: Number of contractors (results according to sub-groups) (Total Industry)


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0 48% 47% 70% 48% 49% 50% 58% 46%

1 21% 21% 6% 21% 15% 20% 19% 21%

2 13% 13% 4% 13% 8% 9% 9% 13%

3 8% 8% 4% 8% 6% 5% 5% 8%

More than 3 11% 10% 16% 9% 23% 16% 10% 11%

Mean 1.5 1.6 1.3 1.4 2.8 2.3 1.3 1.6

Median 1 1 0 1 1 0 0 1

Q4b How many contractors do you use? RECORD NUMBER 0-999 (Base: Total industry n=993)

48% 21% 13% 8% 11%

0% 20% 40% 60% 80% 100%

Number ofContractors

0 1 2 3 More than 3

Mean=1.5 Median=1





Industry representatives from businesses that employed contractors on a regular or semi-regular

basis were asked what sort of tasks they undertook for their business. Figure 8 shows these findings

amongst two groups of respondents:

(a) Amongst only those businesses that employed contractors


The most common roles were harvesting (38% total industry, 20% businesses that employ

contractors) and manual / general labour / various jobs (11% total industry, 21% businesses that

employ contractors).

Figure 7 Contractor roles (Total Industry)

Q4c. What do your contractors do for you? DO NOT READ OUT. MR (Base: As shown)


20%

11%

8%

7%

7%

6%

6%

5%

4%

2%

2%

1%

1%

0.3%

0.1%

6%

48%

38%

21%

15%

13%

13%

12%

12%

9%

8%

4%

3%

2%

1%

0.6%

0.2%

11%

0%

0% 20% 40% 60%

Harvesting


Transportation/Driving, i.e. operating tractors, forklifts,farm vehicles

Spraying

Stockwork incl. mustering, cattlework, branding,husbandry, feeding stock*

Planting

Machinery operator/maintenance

Fencing

Shearing

Picking

Vegetation management incl. weeding, thinning, mowing,watering, pruning, garden maintenance etc*

Irrigation

Build modules

Repairs & maintenance*

Packing*

Other (specify)

Not applicable - does not employ contractors


Businesses that employcontractors (n=518)




Table 9: Contractor roles (results according to sub-groups) (Total Industry)


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Harvesting 20% 21% 4% 21% 15% 16% 7% 22%


11% 11% 2% 11% 10% 18% 12% 11%


8% 8% 6% 7% 16% 16% 9% 8%

Spraying 7% 7% 4% 7% 6% 0% 3% 7%


7% 7% 0% 7% 5% 9% 1% 8%

Planting 6% 6% 4% 7% 3% 0% 2% 7%

Machinery operator/maintenance 6% 6% 6% 6% 10% 2% 8% 6%

Fencing 5% 5% 2% 4% 9% 2% 6% 4%

Shearing 4% 5% 0% 5% 0% 0% 2% 5%

Picking 2% 2% 0% 2% 3% 5% 1% 3%

Vegetation management incl. weeding, thinning, mowing, watering, pruning, garden maintenance etc.*

2% 2% 0% 2% 1% 0% 3% 1%

Irrigation 1% 1% 2% 1% 1% 2% 2% 1%

Build modules 1% 1% 0% 0% 1% 0% 0% 1%

Repairs and maintenance* 0% 0% 2% 0% 1% 0% 2% 0%

Packing* 0% 0% 0% 0% 0% 0% 0% 0%

Sorting* 0% 0% 0% 0% 0% 0% 0% 0%


0% 0% 0% 0% 0% 0% 0% 0%

Other (specify) 6% 5% 8% 5% 6% 7% 8% 5%

Q4c. What do your contractors do for you? DO NOT READ OUT. MR (Base: Total industry n=993)






3.1.6. Employment positions.

Industry representatives were asked how many staff they currently employed in particular position

descriptions (see Figure 9). Owners and managers were by far the most common position description

(97%). Farmworkers or farmhands were the second most common position description (42%). To a

lesser extent were mentions of the position descriptions machinery operator / maintenance (27%),

office manager / administration (27%) and labourers (including pickers) (25%).

Figure 8 Number of businesses with staff in particular position descriptions (Total

Industry)

Q5a. Can you indicate how many employees you have using each of the following position descriptions?

READ OUT. (Base: Total industry n=993)

97%

42%

27% 27% 25%

19%

11% 11% 10% 7% 7%

0%

20%

40%

60%

80%

100%




Table 10: Number of businesses with staff in particular position descriptions (results according to sub-groups) (Total Industry)


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Owner / manager 97% 97% 94% 97% 97% 98% 97% 97%

Farm worker / farm hand 42% 44% 6% 41% 47% 48% 31% 43%

Office manager / administration 27% 27% 38% 24% 47% 57% 27% 27%

Machinery operator / maintenance

27% 27% 26% 25% 42% 45% 26% 27%

Labourer (including pickers) 25% 26% 20% 25% 34% 25% 25% 25%

Supervisor 19% 19% 24% 16% 42% 39% 25% 19%

Stockman 11% 12% 4% 11% 15% 18% 6% 12%

QA / marketing / sales 11% 10% 18% 9% 23% 23% 15% 10%

Technical specialist 10% 10% 24% 9% 19% 23% 17% 9%

Packing shed worker 7% 7% 6% 6% 10% 20% 11% 7%

Other (specify) 7% 7% 2% 7% 8% 9% 7% 7%

Q5a. Can you indicate how many employees you have using each of the following position descriptions? READ OUT. (Base: Total industry n=993)





The number of employees in each position description can be viewed in Figure 10 below.

Figure 9 Number of employees in each position description (Total Industry)


READ OUT. (Base: Total industry n=993)

NOTE: Labels of 2% or less are not shown.

Industry representatives from businesses that employed staff in each type of position description were

asked what type of employment these tended to be (e.g. full time, part time, casual / seasonal or

contractor). The findings can be viewed in Table 11 below.

Owners / managers (90%) and supervisors (83%) tend to be employed in full time roles. Though

many are full time (48%), office managers / administration (39%) are more likely than other position

descriptions to be employed in part time roles. Position descriptions that are likely to be filled by

casual or seasonal staff include labourers (including pickers) (70%) and packing shed workers (70%),

and to a lesser extent farm workers / farm hands (37%) and stockmen (31%). Technical specialists

are more likely to be employed as contractors (36%), as do machinery operators / maintenance

(21%).

3%

58%

73%

73%

75%

81%

89%

89%

90%

93%

93%

26%

16%

14%

22%

5%

10%

4%

7%

7%

3%

52%

9%

6%

3%

4%

4%

3%

10%

5%

3%

3%

10%

12%

5%

14%

3%

3%

5%

0% 20% 40% 60% 80% 100%

Owner / manager

Farm worker / farmhand

Machinery operator /maintenance

Office manager /administration

Labourer (includingpickers)

Supervisor

Stockman

QA / marketing /sales

Technical specialist

Packing shed worker

Other (specify)

0 1 2 3 More than 3

Mean=2.1

Median=2

Mean=1.8

Median=0

Mean=0.7

Median=0

Mean=0.5

Median=0

Mean=3.4

Median=0

Mean=0.5

Median=0

Mean=0.4

Median=0

Mean=0.2

Median=0

Mean=0.2

Median=0

Mean=1.1

Median=0

Mean=0.2

Median=0



Table 11: Types of roles versus type of employment (Total Industry)

Total industry Businesses that employ positions in these roles

Sample size (unweighted) n= n=993 Varies depending on role

Owner / manager n=993 n=966

- Full time 88% 90%

- Part time 19% 19%

- Casual / seasonal 4% 4%

- Contractor 0% 0%

- Not applicable (do not employ staff in these roles) 3% -

Farm worker / farm hand n=993 n=416

- Full time 24% 56%

- Part time 8% 19%


- Contractor 2% 5%


Machinery operator / maintenance n=993 n=268

- Full time 14% 51%

- Part time 5% 17%


- Contractor 6% 21%


Office manager / administration n=993 n=270

- Full time 13% 48%

- Part time 10% 39%


- Contractor 1% 3%

- Not applicable (do not employ staff in these roles) 73% 48%

Labourer (including pickers) n=993 n=252

- Full time 6% 23%

- Part time 3% 12%


- Contractor 3% 10%


Supervisor n=993 n=193

- Full time 16% 83%

- Part time 1% 6%


- Contractor 0% 2%


Stockman n=993 n=114

- Full time 6% 52%

- Part time 2% 18%


- Contractor 1% 5%


QA / marketing / sales n=993 n=106

- Full time 6% 55%



Total industry Businesses that employ positions in these roles

Sample size (unweighted) n= n=993 Varies depending on role

- Part time 3% 26%


- Contractor 1% 9%


Technical specialist n=993 n=102

- Full time 4% 38%

- Part time 1% 14%


- Contractor 4% 36%


Packing shed worker n=993 n=73

- Full time 2% 30%

- Part time 1% 15%


- Contractor 1% 7%


Other (specify) n=993 n=68

- Full time 2% 25%

- Part time 1% 18%


- Contractor 2% 32%


Q5b. And do these roles tend to be full time, part time, casual or contractor positions? READ OUT. MR.

(Base: As shown)



3.1.7. Changes in staffing.

Figure 11 below shows the proportion of industry representatives who report various types of staffing

changes in their business. Voluntary staff resignations are the most common (22%) closely followed

by the employment of new staff to replace staff losses (17%). Fourteen percent report employing new

staff in addition to their existing workforce, while 1 in 10 (9%) have made staff redundant or

employment terminated.

Figure 10 Types of staffing changes in past 12 months (Total Industry)

Q6a. Over the past 12 months, how many… READ OUT. (Base: Total industry n=933)


Table 12: Types of staffing changes in past 12 months (results according to sub-groups) (Total Industry)


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Businesses who have had staff who have voluntarily left

22% 21% 42% 18% 48% 45% 25% 22%

Business who have employed new staff to replace staff losses

17% 16% 32% 14% 38% 34% 22% 16%

Businesses who have new staff employed in addition to their existing workforce

14% 14% 14% 12% 20% 23% 17% 13%

Businesses who have made staff redundant or had employment terminated

9% 9% 14% 7% 26% 18% 13% 9%

Q6a. Over the past 12 months, how many… READ OUT. (Base: Total industry n=933)

22% 17% 14% 9%

0%

20%

40%

60%

80%

100%

Business who had staff whohave voluntarily left

Businesses who haveemployed new staff to

replace staff losses

Businesses who have newstaff employed in addition to

their existing workforce

Businesses who have madestaff made redundant or had

employment terminated





Figure 12 below shows the number of staff changes according to each type of staffing change.

Figure 11 Number of staffing changes in past 12 months (Total Industry)

Q6a(a). Over the past 12 months, how many… READ OUT. (Base: Total industry n=933)

NOTE: Labels of 2% or less are not shown.

Table 13 that follows displays these results according the various sub-groups in the sample.

78%

83%

86%

91%

9%

6%

6%

5%

4%

4%

7%

7%

4%

2%

0% 20% 40% 60% 80% 100%

Number of staff whohave voluntarily left

Number of new staffemployed to replace

staff losses

Number of new staffemployed in addition toyour existing workforce

Number of staff maderedundant or had

employment terminated

0 1 2 3 More than 3

Mean=2.6 Median=0

Mean=2.5 Median=0

Mean=1.3 Median=0

Mean=0.4 Median=0



Table 13: Number of staffing changes in past 12 months (results according to sub-groups) (Total Industry)


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Number of staff who have voluntarily left

0 staff 78% 79% 58% 82% 52% 55% 75% 78%

1 staff 9% 8% 14% 8% 14% 9% 9% 9%

2 staff 4% 4% 12% 3% 16% 5% 7% 4%

3 staff 2% 1% 12% 1% 5% 11% 2% 2%

More than 3 staff 7% 8% 4% 6% 14% 20% 7% 7%

Business who have employed new staff to replace staff losses

0 staff 83% 84% 68% 86% 63% 66% 78% 84%

1 staff 6% 6% 8% 5% 9% 5% 6% 6%

2 staff 4% 3% 6% 3% 7% 5% 4% 3%

3 staff 1% 1% 2% 1% 7% 2% 2% 1%

More than 3 staff 7% 6% 16% 5% 15% 23% 10% 6%

Businesses who have new staff employed in addition to their existing workforce

0 staff 86% 86% 86% 88% 80% 77% 83% 87%

1 staff 6% 6% 6% 6% 8% 2% 6% 6%

2 staff 2% 2% 4% 2% 6% 0% 3% 2%

3 staff 1% 1% 2% 1% 1% 5% 2% 1%

More than 3 staff 4% 4% 2% 3% 6% 16% 6% 4%

Businesses who have made staff redundant or had employment terminated

0 staff 91% 91% 86% 93% 74% 82% 87% 91%

1 staff 5% 4% 12% 3% 13% 9% 6% 4%

2 staff 2% 2% 2% 1% 5% 5% 1% 2%

3 staff 1% 1% 0% 0% 3% 2% 2% 1%

More than 3 staff 2% 2% 0% 2% 6% 2% 4% 2%

Q6a(a). Over the past 12 months, how many… READ OUT. (Base: Total industry n=933)





Industry representatives from businesses who had reported staff redundancies or termination of

employment contracts were asked for underlying reasons for these changes (see Figure 13 below).

These findings are shown amongst two groups of respondents:

(a) Amongst only those businesses that had to make staff redundant of terminate employment


The most common reason was lack of performance of the staff member (5% total industry, 52%

businesses who had to make staff redundant or terminate employment), followed by business being

down (3% total industry, 28% businesses who had to make staff redundant or terminate employment).

Figure 12 Reasons for redundancies or employment termination over past 12

months (Total Industry)

Q6a(b). And was this due to…. READ OUT. MR. (Base: As shown)

5%

3%

1%

1%

0.3%

0.4%

91%

52%

28%

12%

11%

3%

4%

0% 20% 40% 60% 80% 100%

Lack of performance

Business being down

Due to drought

Seasonal demand for staff being over*

Due to a change in business focus

Other (specify)

Not applicable (no staff made redundant orterminated)


Businesses that have had tomake staff redundant or terminateemployment (n=92)




Table 14: Reasons for redundancies or employment termination over past 12 months (results according to sub-groups) (Total Industry)


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Lack of performance 5% 5% 4% 3% 18% 14% 7% 4%

Business being down 3% 2% 12% 2% 7% 5% 3% 3%

Due to drought 1% 1% 2% 1% 1% 0% 0% 1%

Seasonal demand for staff being over

1% 1% 0% 1% 0% 0% 1% 1%


0% 0% 0% 0% 0% 0% 0% 0%

Other (specify) 0% 0% 0% 0% 2% 0% 2% 0%

Not applicable (no staff made redundant or terminated)

91% 91% 86% 93% 74% 82% 87% 91%

Q6a(b). And was this due to…. READ OUT. MR. (Base: Total industry n=993)





Industry representatives from businesses that had employed new staff in the past 12 months (either to

replace existing staff leaving or to increase the workforce size) were asked what type of roles these

new staff were undertaking (see Figure 14). The most common roles were farm workers / farm hands

(12% total industry, 47% businesses who have employed new staff) followed by labourers (including

pickers) (9% total industry, 35% businesses who have employed new staff) and to a lesser extent,

machinery operators / maintenance (4% total industry, 15% businesses who have employed new

staff).

Figure 13 New staff roles in past 12 months (Total Industry)

Q6b. With those new staff you employed within the last 12 months, what position descriptions were they

filling? DO NOT READ OUT. MR (Base: As shown)

**NOTE: This includes businesses that employed new staff employed to replace staff losses and new staff

employed in addition to the existing workforce.

12%

9%

4%

2%

2%

1%

1%

1%

0.3%

0.3%

2%

75%

47%

35%

15%

7%

7%

4%

3%

2%

1%

1%

7%

0% 20% 40% 60% 80%

Farm worker / farm hand

Labourer (including pickers)


Stockman

Packing shed worker

Sales / marketing / retail personnel

Office manager / administration

Owner / manager

Supervisor


Other (specify)

Not applicable (no new staff)


Businesses that have employednew staff in past 12 months**(n=247)




Table 15: New staff roles in past 12 months (results according to sub-groups) (Total Industry)


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4% 4% 4% 3% 6% 11% 2% 4%

Stockman 2% 2% 0% 2% 3% 2% 1% 2%



1% 0% 12% 1% 0% 7% 2% 1%


Owner / manager 1% 0% 4% 0% 3% 2% 2% 0%

Supervisor 0% 0% 0% 0% 0% 2% 1% 0%


Other (specify) 2% 1% 6% 1% 7% 5% 7% 1%

Not applicable (no new staff) 75% 76% 62% 78% 55% 57% 71% 76%

Q6b. With those new staff you employed within the last 12 months, what position descriptions were they filling? DO NOT READ OUT. MR (Base: Total industry n=993)





All industry representatives surveyed were asked how they currently sourced staff. Figure 15 shows

that the majority of recruitment is conducted informally, particularly via existing contacts, friends,

family or word-of-mouth (59%). This clearly exceeds other recruitment sources.

The most common formal recruitment sources include newspaper ads (11%) and online job ads

(10%).

One in five (20%) industry representatives indicated they did not source or look for staff at all.

Figure 14 Recruitment sources (Total Industry)

Q7. How do you currently source staff? DO NOT READ OUT. MR. (Base: Total industry n=993)


59%

20%

11%

10%

5%

5%

4%

3%

2%

1%

1%

1%

1%

1%

0.2%

0%

0% 20% 40% 60% 80%

Through a contact/friend/family member/word of mouth

Do not source/look for staff*

Newspaper ads

Online job ads

Recruitment company

Backpacker lodgings

Walk-bys

Labour hire company

Contractors used on a regular basis*

Ads on bulletin boards/around town

Through the unis/TAFEs/accreditation courses/other…

Facebook

Cane Growers Association*

Ads on-site e.g. sign on gate/window

Immigration agency*

Other (specify)




Table 16: Recruitment sources (results according to sub-groups) (Total Industry)


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Through a contact/ friend/ family member (incl. word of mouth)

59% 59% 48% 60% 51% 50% 42% 61%

Do not source/look for staff* 20% 21% 14% 22% 8% 11% 31% 19%

Newspaper ads 11% 10% 18% 10% 15% 20% 9% 11%

Online job ads 10% 9% 18% 8% 19% 23% 12% 9%

Recruitment company 5% 5% 10% 4% 13% 11% 7% 5%

Backpacker lodgings 5% 5% 0% 5% 8% 7% 1% 6%

Walk-bys 4% 4% 10% 3% 11% 11% 6% 4%

Labour hire company 3% 3% 2% 3% 3% 5% 6% 3%


2% 2% 2% 2% 1% 2% 3% 2%


1% 1% 6% 1% 2% 2% 2% 1%

Through the unis/TAFEs/accreditation courses/other education

1% 1% 2% 1% 1% 0% 0% 1%

Facebook 1% 1% 4% 1% 2% 0% 0% 1%

Cane Growers Association 1% 1% 0% 1% 0% 2% 0% 1%


1% 1% 4% 1% 1% 2% 2% 1%

Immigration agency* 0% 0% 0% 0% 0% 0% 0% 0%

Other (specify) 0% 0% 0% 0% 0% 0% 1% 0%

Q7. How do you currently source staff? DO NOT READ OUT. MR. (Base: Total industry n=993)






3.1.8. Current employment vacancies.

Industry representatives were asked whether their business had any current employment vacancies

(see Figure 16); just 7% indicated they did.

Figure 15 Current employment vacancies (Total Industry)

Q8a. Do you have any current vacancy gaps? (Base: Total industry n=993)


Table 17: Current employment vacancies (results according to sub-groups) (Total Industry)


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Yes, have employment gaps 7% 7% 6% 7% 8% 16% 9% 7%

No, no employment gaps 93% 93% 94% 93% 92% 84% 91% 93%

Q8a. Do you have any current vacancy gaps? (Base: Total industry n=993)

Yes - employment gaps, 7%

No - no employment gaps,

93%





These industry representatives were also asked what position descriptions were currently vacant (see

Figure 17). These findings are shown amongst two groups of respondents:

(a) Amongst only those businesses who indicated they had current employment vacancies;


The most common position vacant was farm workers / farm hands (3% total industry, 42% of

businesses with vacancies), followed by labourers (including pickers) (2% total industry, 23% of

businesses with vacancies) and machinery operators / maintenance (2% total industry, 22% of

businesses with vacancies).

Figure 16 Positions currently vacant (Total Industry)

Q8b. And what position descriptions are those vacancies for? DO NOT READ OUT. MR (Base: As shown)

3%

2%

2%

1%

1%

0.2%

0.2%

0.1%

0.1%

1%

93%

42%

23%

22%

8%

7%

3%

3%

1%

1%

12%

0% 20% 40% 60% 80% 100%




Stockman

Owner / manager


Packing shed worker

Supervisor


Other (specify Q8BTH)

Not applicable (no gaps)


Businesses that report havingemployment gaps (n=73)




Table 18: Positions currently vacant (results according to sub-groups) (Total Industry)


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2% 2% 2% 2% 1% 5% 1% 2%

Stockman 1% 1% 0% 0% 0% 5% 0% 1%

Owner / manager 1% 1% 0% 0% 1% 0% 0% 1%



Supervisor 0% 0% 0% 0% 1% 0% 0% 0%


Other (specify) 1% 1% 2% 1% 2% 0% 2% 1%

Not applicable (no gaps) 93% 93% 94% 93% 92% 84% 91% 93%

Q8b. And what position descriptions are those vacancies for? DO NOT READ OUT. MR (Base: Total industry n=993)





3.1.9. Skills shortages.

Industry representatives were asked if there were any particular skills missing in their workforce (see

Figure 18). Just under one quarter (22%) report some form of skills shortage.

The types of skills shortages are quite varied. Previous experience on a farm/in horticulture is a

common skills shortage (4%), machinery or mechanical skills (including maintenance, welding and

fabrication) (3%), information technology / computer skills (3%) and a strong work ethic (3%) top the

list.

Figure 17 Type of skills shortages - entire workforce (Total Industry)

Q9a. Are there particular skills missing in your workforce? DO NOT READ OUT. MR. (Base: Total industry

n=993)

78%

4%

3%

3%

3%

2%

2%

2%

2%

1%

1%

1%

1%

1%

1%

1%

1%

1%

1%

1%

1%

1%

0% 20% 40% 60% 80% 100%

No skills missing*

Previous farm/horticulture experience

Machinery/mechanical skills (e.g. maintenance / welding /fabricator)*

IT / computer literacy

Strong work ethic

Drivers incl: truck / forklift / tractors*

Managerial skills incl: manager / supervisor*

Positive attitude

Appropriate licence to operate

Good experienced workers*

Stock knowledge incl: mustering, cattle handling*

Machinery operators*

A person with common sense*

Farm hands / farm skills*

Accounting / finance*

Marketing / sales*

Shearers*

Adequate English and math skills

Irrigation operation skills*

Good social / communication skills

Fencing*

Other (specify)




Table 19: Type of skills shortages - entire workforce (results according to sub-groups) (Total Industry)


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No skills missing 78% 79% 74% 78% 80% 80% 81% 78%


4% 3% 6% 4% 2% 5% 0% 4%

Machinery skills - Mechanical skills incl: maintenance / welding / fabricator*

3% 4% 0% 4% 2% 2% 2% 4%

IT / computer literacy 3% 3% 8% 3% 3% 0% 2% 3%

Strong work ethic 3% 2% 4% 2% 3% 2% 1% 3%

Drivers incl: truck / forklift / tractors*

2% 2% 4% 2% 2% 2% 3% 1%

Managerial skills incl: manager / supervisor*

2% 2% 2% 2% 1% 2% 2% 1%

Positive attitude 2% 1% 2% 2% 2% 0% 1% 2%

Appropriate licence to operate 2% 1% 6% 2% 1% 2% 1% 2%

Good experienced workers* 1% 1% 2% 1% 2% 2% 0% 1%

Stock knowledge incl: mustering, cattle handling*

1% 1% 0% 1% 0% 0% 2% 1%

Machinery operators* 1% 1% 0% 1% 1% 2% 2% 1%

A person with common sense* 1% 1% 0% 1% 0% 2% 2% 1%

Farm hands / farm skills* 1% 1% 0% 1% 0% 0% 0% 1%

Accounting / finance* 1% 1% 2% 1% 0% 0% 1% 1%

Marketing / sales* 1% 1% 2% 1% 1% 0% 0% 1%

Shearers* 1% 1% 0% 1% 1% 2% 0% 1%

Adequate English and math skills 1% 0% 4% 1% 0% 0% 1% 1%

Irrigation operation skills* 1% 1% 0% 1% 0% 0% 0% 1%

Good social / communication skills

1% 0% 2% 1% 0% 0% 0% 1%

Fencing* 1% 1% 0% 0% 1% 0% 0% 1%

Other (specify) 1% 1% 2% 1% 0% 0% 2% 1%

Q9a. Are there particular skills missing in your workforce? DO NOT READ OUT. MR. (Base: Total industry n=993)





Owners and managers were asked if there were any particular skills of their own they would like

improved or have (see Figure 19). Responses were open-ended and verbatims were coded into

themes as shown.

Figure 18 Skills shortages amongst owners and managers (Total Industry)

Q9b. As an owner or manager of the business, are there any particular skills you would like to improve on

or have? RECORD VERBATIM (Base: Business owners and managers n=949)

* This question was open-ended capturing full verbatims. Verbatims have been coded into themes as

shown above.

63%

13%

6%

5%

4%

3%

3%

2%

2%

2%

2%

1%

1%

1%

0%

0%

2%

0% 20% 40% 60% 80%

No / nothing

IT / Computer skills

Accounting / book keeping

Business management

Marketing / sales skills

Machinery skills incl: maintenance / welding /…

Financial management

Managerial skills incl: manager / supervisor

Technical skills / Technology

Office admin skills

Animal health incl: animal husbandry / nutrition /…

Agronomy

Better understanding of horticulture

Drivers licences incl: truck / forklift / tractors

Chemical accreditation

BMP Accredited

Other



Table 20 below displays these results according the various sub-groups in the sample. The results

are representative of all business owners and managers interviewed in the sample.

Table 20: Skills shortages amongst owners and managers (results according to sub-groups) (Total Industry)

Base: Business owners and managers only


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No / nothing 63% 63% 67% 63% 64% - 70% 62%

IT / Computer skills 13% 13% 5% 13% 7% - 5% 14%

Accounting / book keeping 6% 6% 0% 6% 6% - 2% 6%

Business management 5% 5% 7% 5% 8% - 3% 6%

Marketing / sales skills 4% 3% 12% 3% 7% - 3% 4%

Machinery skills incl: maintenance / welding / fabricator

3% 3% 2% 3% 2% - 1% 3%

Financial management 3% 3% 2% 3% 1% - 3% 3%


2% 2% 2% 2% 3% - 3% 2%

Technical skills / Technology 2% 2% 2% 2% 2% - 0% 3%

Office admin skills 2% 2% 0% 2% 0% - 2% 2%

Animal health incl: animal husbandry / nutrition / pregnancy testing / veterinary skills

2% 2% 2% 2% 2% - 3% 1%

Agronomy 1% 1% 0% 1% 1% - 2% 1%

Better understanding of horticulture

1% 1% 2% 1% 2% - 2% 1%

Drivers licences incl: truck / forklift / tractors

1% 1% 0% 1% 1% - 0% 1%

Chemical accreditation 0% 0% 2% 0% 2% - 2% 0%

BMP Accredited 0% 0% 0% 0% 1% - 0% 0%

Other 2% 2% 0% 2% 3% - 3% 2%

Q9b. As an owner or manager of the business, are there any particular skills you would like to improve on or have? RECORD VERBATIM (Base: Business owners and managers n=949). * This question was open-ended capturing full verbatims. Verbatims have been coded into themes as shown above.





3.1.10. Retirement and business succession.

All owners and managers in the total industry were asked if they had plans to retire in the next 5-10

years (see Figure 20 below). Almost half (49%) indicated they definitely planned to retire in this

timeframe, however a further 4% were undecided and 2% didn’t know.

Figure 19 Plans to retire in next 5-10 years - owners/managers only (Total Industry)

Q9c. Are you planning on retiring in the next 5 to 10 years? (Base: Business owners or managers in the

total industry n=949)


Table 21: Plans to retire in next 5-10 years - owners/managers only (results according to sub-groups) (Total Industry)

Base: Business owners and managers only


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Yes 49% 49% 52% 52% 22% - 43% 50%

No 45% 45% 45% 42% 73% - 48% 44%

Don’t know 2% 2% 0% 2% 2% - 4% 2%

Undecided 4% 4% 2% 4% 3% - 4% 4%

Q9c. Are you planning on retiring in the next 5 to 10 years? (Base: Business owners or managers in the total industry n=949)

Yes, 49% No, 45%

Don't know, 2% Undecided, 4%





Those owners and managers who indicated they definitely planned on retiring in the next 5-10 years

were also asked if they had a business succession plan in place at the present (see Figure 21). Just

under half (49%) indicated they did, but slightly more (51%) indicated they did not.

Figure 20 Succession plans post-retirement (Total Industry)

Q9d. Do you have a succession plan in place? (Base: Business owners and managers planning to retire in

next 5-10 years n=465)


Table 22: Succession plans post-retirement (results according to sub-groups) (Total Industry)

Base: Business owners and managers planning to retire in next 5-10 years


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Yes 49% 50% ** 49% 53% - 46% 49%

No 51% 50% ** 51% 47% 54% 51%

Q9d. Do you have a succession plan in place? (Base: Business owners and managers planning to retire in next 5-10 years n=465) **Sample size <n=30. Results are not shown due to small sample size – results are unreliable.

Yes - have a succession plan in

place, 49%

No - do not have a succession plan in

place, 51%





The same owners and managers were asked if they found succession planning difficult (see Figure

22 below). Most did not find it difficult (55%), however 5% hadn’t considered it yet.

Figure 21 Ease of succession planning (Total Industry)

Q9e. Do you find succession planning difficult? DO NOT READ OUT. SR (Base: Business owners and

managers planning to retire in next 5-10 years n=465)


Table 23: Ease of succession planning (results according to sub-groups) (Total Industry)

Base: Owners and managers planning to retire in next 5-10 years


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Yes 37% 38% ** 38% 26% - 26% 39%

No 55% 55% ** 54% 74% - 66% 54%

Don’t know 3% 3% ** 3% 0% - 4% 3%

Haven’t considered yet 5% 5% ** 5% 0% - 4% 5%

Q9e. Do you find succession planning difficult? DO NOT READ OUT. SR (Base: Business owners and managers planning to retire in next 5-10 years n=465) **Sample size <n=30. Results are not shown due to small sample size – results are unreliable.

Yes, 37%

No, 55%

Don't know, 3% Haven't

considered yet, 5%





3.1.11. Qualifications and training.

All industry representatives surveyed were asked if their business had a preference to employee staff

with certificate 2 and above qualifications (see Figure 23). Less than one in five businesses (17%)

preferred this, however 3% didn’t know.

Figure 22 Preference for staff with Certificate 2 and above qualifications (Total

Industry)

Q10a. Is there a preference to employee staff with certificate 2 and above qualifications? DO NOT READ

OUT. SR (Base: Total industry n=993)


Table 24: Preference for staff with Certificate 2 and above qualifications (results according to sub-groups) (Total Industry)


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Yes 17% 16% 26% 15% 25% 27% 19% 16%

No 80% 80% 72% 81% 72% 68% 80% 80%

Don’t know 3% 3% 2% 3% 3% 5% 1% 4%

Q10a. Is there a preference to employee staff with certificate 2 and above qualifications? DO NOT READ OUT. SR (Base: Total industry n=993)

Yes, 17%

No, 80%

Don't know, 3%





All industry representatives surveyed were what their preferred delivery method was for workforce

training (see Figure 24). Field days (27%) and participation in workshops or classes (26%) were

equally mentioned as the most common delivery methods, followed by hands on / on-site training

(17%) and face-to-face training (8%).

Figure 23 Preferred delivery method for workforce training (Total Industry)

Q10b. What is your preferred delivery method for workforce training – e.g. face to face classes, online

courses etc? DO NOT READ OUT. SR. (Base: Total industry n=993)

27%

26%

17%

8%

4%

3%

3%

1%

0%

0.3%

0.2%

0.2%

10%

0% 20% 40%

Field days

Participating in workshops or classes

Hands on / on-site training

Face to face training / face to face

Participating in online courses

By any means

Nothing / no training necessary

College / TAFE

By telephone / skype

By reading materials at my own pace

Participating in webinars

Other - (specify)

Don't know




Table 25: Preferred delivery method for workforce training (results according to sub-groups) (Total Industry)


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Field days 27% 27% 28% 26% 26% 41% 29% 26%


26% 26% 24% 26% 28% 25% 24% 26%

Hands on / on-site training 17% 17% 12% 17% 11% 16% 18% 16%

Face to face training / face to face

8% 8% 8% 8% 9% 7% 4% 9%

Participating in online courses 4% 3% 6% 3% 6% 2% 4% 4%

By any means 3% 3% 4% 3% 7% 0% 2% 4%

Nothing / no training necessary 3% 3% 4% 4% 1% 2% 5% 3%

College / TAFE 1% 1% 6% 1% 3% 2% 1% 1%

By telephone / skype 0% 0% 0% 0% 0% 0% 0% 0%


0% 0% 0% 0% 1% 0% 1% 0%

Participating in webinars 0% 0% 0% 0% 0% 0% 0% 0%

Other - (specify) 0% 0% 0% 0% 0% 0% 0% 0%

Don’t know 10% 10% 8% 11% 7% 5% 12% 10%

Q10b. What is your preferred delivery method for workforce training – e.g. face to face classes, online courses etc.? DO NOT READ OUT. SR. (Base: Total industry n=993)





Figure 25 below shows the reported impediments to staff training amongst the total industry. Cost

(20%) is the most commonly reported factor, followed by time commitments (17%) and accessibility

(distance) (11%).

Attitudinal factors also appear to be at play, with 7% reporting a lack of staff motivation, 6% reporting

they were unable to find the right people in the first place who were willing to learn, and 3% indicating

a lack of interest from young people in particular.

Figure 24 Impediments to training (Total Industry)

Q10c. What, if anything, inhibits the training of staff in your industry? DO NOT READ OUT. MR (Base:

Total industry n=993)

20%

17%

11%

7%

6%

6%

4%

3%

3%

3%

3%

3%

2%

2%

2%

1%

1%

1%

1%

1%

1%

0.3%

2%

24%

0% 20% 40%

Cost

Time commitment

Accessibility - distance to facilities

Staff motivation

Nothing*

Attitude incl: finding the right people who willing to learn*

Limited information on course content / options

Availability of courses*

Lack of practical skills / experience on farm*

Decline in the industry / lack of job*

Lack of interest from young people*

Don't need more staff (therefore don't need training)*

Government rules and legislations incl: WH&S /…

Availability of skilled trainers*

Hard work - low wages*

Lost productivity / covering staff for training*

Continuity of staff commitment*

Lack of government support / funds*

Language barriers*

Accessibility - online connectivity

Competition from the mining industry*

Insurance risk*

Other (specify)

Don't know




Table 26: Impediments to training (results according to sub-groups) (Total Industry)


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Cost 20% 20% 16% 20% 15% 18% 14% 21%

Time commitment 17% 18% 10% 17% 19% 20% 16% 18%

Accessibility - distance to facilities 11% 11% 16% 12% 13% 7% 6% 12%

Staff motivation 7% 7% 4% 7% 8% 2% 10% 6%

Nothing 6% 6% 10% 6% 8% 0% 8% 6%

Attitude incl: finding the right people who willing to learn

6% 6% 4% 5% 9% 7% 4% 6%


4% 3% 10% 4% 3% 5% 5% 4%

Availability of courses 3% 3% 4% 3% 1% 5% 2% 3%

Lack of practical skills / experience on farm

3% 3% 4% 3% 3% 2% 4% 3%

Decline in the industry / lack of job 3% 3% 4% 3% 2% 2% 2% 3%

Lack of interest from young people 3% 3% 6% 3% 3% 0% 3% 3%

Don’t need more staff / don’t need training

3% 3% 6% 3% 2% 2% 2% 3%

Government rules and legislations incl: WH&S / employment red tape

2% 2% 2% 2% 2% 2% 3% 2%

Availability of skilled trainers 2% 2% 0% 2% 2% 0% 2% 2%

Hard work - low wages 2% 2% 2% 2% 1% 5% 2% 2%

Lost productivity / covering staff for training

1% 1% 2% 1% 0% 0% 1% 1%

Continuity of staff commitment 1% 1% 2% 1% 1% 0% 2% 1%

Lack of government support / funds 1% 1% 4% 1% 2% 2% 2% 1%

Language barriers 1% 1% 0% 1% 1% 5% 2% 1%

Accessibility - online connectivity 1% 1% 0% 1% 0% 0% 1% 1%

Competition from the mining industry 1% 1% 0% 1% 0% 0% 0% 1%

Insurance risk 0% 0% 0% 0% 0% 0% 0% 0%

Other (specify) 2% 2% 0% 2% 1% 7% 5% 1%

Don’t know 24% 25% 18% 24% 20% 34% 26% 24%

Q10c. What, if anything, inhibits the training of staff in your industry? DO NOT READ OUT. MR (Base: Total industry n=993)





3.1.12. Migrant workers.

Figure 26 below shows that 22% of the total industry surveyed had employed migrant workers within

their business at one stage or another.

Figure 25 Prior use of migrant workers (Total Industry)

Q12a. Have you ever employed migrant workers? (Base: Total industry n=993)


Table 27: Prior use of migrant workers (results according to sub-groups) (Total Industry)


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Yes 22% 22% 12% 21% 23% 23% 10% 23%

No 78% 78% 88% 79% 77% 77% 90% 77%

Q12a. Have you ever employed migrant workers? (Base: Total industry n=993)

Yes, 22%

No, 78%





Figure 27 below shows specifically how many migrants had been hired in the past 12 months. The

large majority (89%) had not employed any at all, whilst one in ten (11%) had. Between one and two

migrant workers had been employed on average within each business over the past 12 months. Six

percent of the industry had employed more than three migrants over the past 12 months.

Figure 26 Number of migrant workers employed in past 12 months (Total Industry)

Q12b. How many migrant workers would you have hired in the past 12 months? RECORD NUMBER 0-999

(Base: Total industry n=993)


Table 28: Number of migrant workers employed in past 12 months (results according to sub-groups) (Total Industry)


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er Q

LD


0 89% 90% 88% 90% 85% 89% 94% 89%

1 2% 2% 2% 2% 2% 5% 1% 2%

2 2% 2% 4% 2% 1% 2% 2% 2%

3 1% 1% 2% 1% 2% 2% 2% 1%

More than 3 6% 6% 4% 6% 9% 2% 2% 6%

Mean 1.5 1.6 0.3 1.3 3.6 1.5 0.6 1.6

Median 0 0 0 0 0 0 0 0

Q12b. How many migrant workers would you have hired in the past 12 months? RECORD NUMBER 0-999 (Base: Total industry n=993)

89%

2% 1%

6%

0% 20% 40% 60% 80% 100%

Number of migrantsemployed in past 12

months

0 1 2 3 More than 3

Mean=1.5 Median=0





Figure 28 below shows the positions occupied by migrant workers amongst two groups of

respondents:

Just those businesses who had employed migrant workers (ever); and

Re-based to the total industry.

Migrants are most commonly employed as labourers (including pickers) (12% total industry, 54%

businesses who have employed migrants) closely followed by farm workers / farm hands (11% total

industry, 50% businesses who have employed migrants).

Figure 27 Positions occupied by migrant workers (Total Industry)

Q12c. What jobs do these migrant workers do? DO NOT READ OUT. MR (Base: As shown)

12%

11%

3%

2%

1%

2%

78%

54%

50%

13%

9%

5%

7%

0% 20% 40% 60% 80% 100%




Packing shed worker

Stockman

Other (specify)

Not applicable (none employed in past 12months)


Businesses that report havingemployed migrants (ever)(n=215)




Table 29: Positions occupied by migrant workers (results according to sub-groups) (Total Industry)


TO

TA

L

A p

rimary

pro

ducer

A s

upplie

r to p

rimary

pro

ducers

Ow

ners

(sole

or jo

int)

Ma

nager

Em

plo

yee

South

-East Q

LD

Oth

er Q

LD





3% 3% 4% 3% 2% 2% 2% 3%


Stockman 1% 1% 0% 1% 1% 2% 0% 1%

Other (specify) 2% 2% 0% 1% 5% 2% 1% 2%

Not applicable (none ever employed)

78% 78% 88% 79% 77% 77% 90% 77%

Q12c. What jobs do these migrant workers do? DO NOT READ OUT. MR (Base: As shown)





Industry representatives of business who had employed migrants in the past were asked how they

were sourced (see Figure 29 below). One-third (34%) of these representatives indicated they were

sourced through a contact, friend or family member. One in five (20%) were obtained via ‘walk-bys’

(i.e. migrant workers walking past the business and proactively offering their services), and a further

one in five (20%) were obtained via backpacker lodgings.

Figure 28 Recruitment sources – migrant workers (Total Industry)

Q12d. How do you find these migrant workers? DO NOT READ OUT. MR (Base: Employed migrant

workers in the past n=215)

34%

20%

20%

17%

10%

7%

4%

1%

1%

0.5%

0.5%

7%

0% 20% 40%

Through a contact/ friend/ family member

Walk-bys

Backpacker lodgings

Online job ads

Recruitment company

Labour hire company

Newspaper ads



Through unis/TAFEs/accreditation courses/other education

Facebook

Other (specify)



3.1.13. Looking forward – employment numbers.

All industry representatives were asked how many staff they envisaged on employing in the next two

years (see Figure 30). Businesses are more likely to employ casual staff than staff in other positions,

with 34% planning to employ at least one casual staff member, or 5.6 on average. Businesses are

least likely to employ part time staff members, with 17% planning to employ at least one staff member

part time, 0.4 on average.

Figure 29 Staff numbers in the next 2 years (Total Industry)

Q11. How many people do you envisage employing full time, part time, casual or contract in the next 2

years? (Base: Total industry, excluding those who indicated don’t know minimum n=963)

* NOTE: A small proportion of respondents indicated don’t know to this question (3% or less). These

responses are excluded from the charts above.

69%

83%

66%

69%

10%

9%

9%

9%

8%

5%

8%

8%

4%

3%

4%

8%

2%

14%

10%

0% 20% 40% 60% 80% 100%

Number of Fulltime staff

Number of Parttime staff

Number ofCasual staff

Number ofContract staff

0 1 2 3 More than 3

Mean=1.3 Median=0

Mean=0.4 Median=0

Mean=5.6 Median=0

Mean=1.2 Median=0




Table 30: Staff numbers in the next 2 years (results according to sub-groups) (Total Industry)

Base: Total industry, excluding those who indicated don’t know


TO

TA

L

A p

rimary

pro

ducer

A s

upplie

r to p

rimary

pro

ducers

Ow

ners

(sole

or jo

int)

Ma

nager

Em

plo

yee

South

-East Q

LD

Oth

er Q

LD

Min Sample size (unweighted) n= 963 916 47 841 84 38 121 842

Full time staff

0 staff members 69% 70% 49% 71% 58% 47% 72% 68%

1 staff member 10% 10% 12% 10% 12% 8% 7% 11%

2 staff members 8% 8% 14% 8% 7% 8% 7% 8%

3 staff members 4% 4% 10% 4% 8% 8% 3% 4%


Part time staff

0 staff members 83% 84% 70% 84% 79% 74% 84% 83%

1 staff member 9% 9% 11% 9% 8% 11% 7% 9%

2 staff members 5% 4% 13% 5% 8% 3% 5% 5%

3 staff members 1% 1% 0% 1% 0% 3% 1% 1%


Casual staff

0 staff members 66% 66% 66% 67% 62% 55% 72% 66%

1 staff member 9% 9% 6% 9% 6% 13% 8% 9%

2 staff members 8% 8% 9% 7% 11% 5% 6% 8%

3 staff members 3% 3% 6% 3% 2% 3% 2% 3%


Contract staff

0 staff members 69% 68% 90% 69% 72% 72% 81% 68%

1 staff member 9% 9% 4% 9% 7% 8% 5% 9%

2 staff members 8% 8% 0% 8% 5% 3% 6% 8%

3 staff members 4% 4% 2% 4% 4% 5% 0% 5%



years? (Base: Total industry, excluding those who indicated don’t know minimum n=963)

* NOTE: A small proportion of respondents indicated don’t know to this question (3% or less). These responses are excluded from the charts above.





Figure 31 below compares the proportion of businesses likely to be employing any staff other than

family with the anticipated forecast in two years. Employment of full time and part time staff is likely to

remain relatively stable, however notable declines in employment of casual and contractor staff are

likely. This is likely to result in an overall decline in employment within the total industry.

Figure 30 Current vs. future employment (Total Industry)

Q1/Q2/Q3a. Excluding yourself and any family members, how many full time/part time/casual/seasonal staff do you employ? RECORD NUMBER 0 - 999 (Base: Total industry n=993) Q4a. Do you use contractors on a semi-regular or regular basis? IF REQUIRED: not just a once off need or specialist need (Base: Total industry n=993) Q11. How many people do you envisage employing full time, part time, casual or contract in the next 2 years? (Base: Total industry, excluding those who indicated don’t know min n=963) * NOTE: A small proportion of respondents indicated don’t know to this question (3% or less). These responses are excluded from the charts above.

61%

82%

32%

20%

47% 52% 52%

61%

31%

17%

34% 31%

0%

20%

40%

60%

80%

100%

ANY staffexcluding

contractors

ANY staffincluding

contractors

Full time staff Part time staff Casual staff Contract staff

Current - % businesses employing ANY Future (in 2 years) - % of businesses employing ANY

68%

69%

80%

83%

53%

66%

48%

69%

11%

10%

9%

9%

11%

9%

21%

9%

7%

10%

4%

5%

9%

8%

13%

8%

3%

4%

2%

6%

3%

8%

4%

11%

8%

2%

20%

14%

11%

10%

0% 20% 40% 60% 80% 100%

Current

Future (2 year forecast)

Current


Current


Current



Full time staff

Part time staff

Casual staff

Contractors



A demographic profile of the total industry sample surveyed can be seen below.

Table 31: Sample profile (Total industry)

Demographic % Demographic %

Industry* Employment status

Beef - intensive or pastoral combined 26% I am the sole or joint owner 87%

- Pastoral 21% I am a manager 9%

- Intensive 5% I am an employee 4%

Sugar Cane 15% Business role (SC3a)

Production Horticulture 15% A primary producer 95%

Grain and Feed 10% A supplier to primary producers 5%

Intensive Livestock 10% Location

Sheep 10% South-East Queensland 13%

Nursery and Garden 7% Other 87%

Cotton 7% Business type

Length of operation Family owned business 97%

Less than 5 years 3% Corporate business 3%

Between 5 - 10 years 6% Annual turnover (Q14)

Between 10 - 20 years 14% Less than $1 million 67%

Between 20 - 50 years 49% $1 million to $4.9 million 20%

More than 50 years 28% $5 million to $19.9 million 3%

$20 million and over 1%

Refused/Don’t know (DO NOT READ) 8%

SC3a. And is the business…? READ OUT. SR

SC4a. Which industry sector does the business generate its primary stream of income from? DO NOT

READ OUT. SR

SC4b. Which industry sector, if any, does the business generate its secondary stream of income

from? DO NOT READ OUT. SR

SC5. Which of the following best describes your employment status within the business? READ OUT.

SR

SC6. And what is the postcode of the businesses main site in Queensland?

Q13 Is your business a…? READ OUT (SR)

Q14 What is the annual turnover of the business? READ OUT. SR

Q15. How long has the business been in operation? DO NOT READ OUT (SR)

Base: Total industry (n=993)

* NOTE: Some survey respondents indicated they generated revenue streams from multiple

industries. However the survey questions were asked only in relation to one industry per respondent.

In the majority of cases, respondents were asked about their primary industry unless survey quotas

were full for that industry, in which case respondents were asked about their secondary industry.



A profile of the suppliers interviewed within the total industry sample can be seen below.

Table 32: Sample profile (Suppliers within Total industry)

Demographic %

Supplier service

Supplier of plants / nursery* 18%

Seed supplier/Contract Planting 16%

Mechanical - machinery / equipment 12%

Agronomy/Soils/Technical 10%

Fertiliser/Chemicals/Spraying Services 6%

Irrigation 4%

Field and Earthworks (laser planning, dams etc.) 4%

Transportation and logistics 2%

Accounting/Book keeping/Financial Services 2%

SC3b. As a supplier to primary producers in the agriculture industry, what primary service do you

provide the industry? DO NOT READ OUT. MR

Base: All suppliers in total industry (n=50)




4. Findings: Industries.

4.1. Beef – Total Industry (Pastoralists

and Intensive).

4.1.1. Number of staff.

Table 33: Number of full time and part time staff (Beef Industry)

Nett 1 or more (% of

businesses with ANY of these

staff)

Number of employees in each position description

0 1 2 3

More than 3

TOTAL Mean Median

Full time staff 22% 78% 7% 5% 4% 6% 100% 0.8 0

Part time staff 13% 87% 8% 2% 2% 2% 100% 0.2 0

Q1. Excluding yourself and any family members, how many full time staff do you employ? RECORD

NUMBER 0 - 999 (Base: Total Beef industry n=256)

Q2. Again excluding yourself and any family members, how many part time staff do you employ? RECORD

NUMBER 0 - 999 (Base: Total Beef industry n=256)


Table 34: Number of casual staff employed annually (Beef Industry)

Total Beef Industry

Sample size (unweighted) n= n=256

Casual staff

Nett 1 or more (% ANY) 37%

0 63%

1 13%

2 12%

3 5%

More than 3 7%

Mean 1.0

Median 0


Beef industry n=256)



Table 35: Casual labour roles (Beef Industry)

Total Beef Industry

Total Beef Industry

Sample size (unweighted) n= n=256 n=256

Most common roles Least common roles


19% Harvesting 1%


15% Spraying 1%

Fencing 8% Picking 1%


4% Customer service incl. sales, retail* 1%

Vegetation management incl. weeding, thinning, mowing, watering, pruning, garden maintenance etc*

2% Repairs and maintenance* 1%

Machinery operation 2% Other 2%

Not applicable - do not employ casual labour (63%)

Q3b. What does your casual labour do for you? DO NOT READ OUT. MR. (Base: Total Beef industry

n=256)





Table 36: Use of contractors (Beef Industry)

Total Beef Industry

Total Beef Industry


Use of contractors (Q4a) Contractor roles (Q4c)

Yes 52% Stockwork* 17%

No 48% Manual/ general labour 13%

Number of contractors (Q4b) Fencing 11%

0 47% Transportation/Driving 10%

1 21% Harvesting 7%

2 13% Machinery operator/maintenance

6%

3 8% Spraying 5%

More than 3 11% Vegetation management* 4%

Mean 1.5 Planting 3%

Median 1 Shearing 2%

Build modules 1%

Other 3%

Not applicable (do not employ contractors)

48%

Q4a. Do you use contractors on a semi-regular or regular basis? IF REQUIRED: not just a once off need or specialist need (Base: Total Beef industry n=256) Q4b How many contractors do you use? RECORD NUMBER 0-999 (Base: Total Beef industry n=256) Q4c. What do your contractors do for you? DO NOT READ OUT. MR (Base: As shown)





Table 37: Position descriptions occupied (Beef Industry)

Number of businesses with staff in particular

position descriptions


0 1 2 3

More than 3

TOTAL Mean Median

Owner / manager 94% 6% 24% 55% 8% 8% 100% 1.9 2

Farm worker / farm hand 35% 65% 13% 9% 6% 7% 100% 1.0 0

Stockman 22% 78% 7% 7% 1% 7% 100% 0.7 0


21% 79% 14% 4% 1% 2% 100% 0.4 0

Office manager / administration 19% 81% 16% 2% 0% 0% 100% 0.2 0

Labourer (including pickers) 12% 88% 5% 0% 4% 4% 100% 0.4 0

Supervisor 9% 91% 6% 2% 0% 1% 100% 0.1 0

Technical specialist 4% 96% 2% 1% 0% 1% 100% 0.1 0

QA / marketing / sales 4% 96% 4% 0% 0% 0% 100% 0.1 0

Packing shed worker 0% 100% 0% 0% 0% 0% 100% 0.0 0

Other 5% 95% 3% 1% 0% 1% 100% 0.1 0


READ OUT. (Base: Total Beef industry n=256)


READ OUT. (Base: Total Beef industry n=256)

Table 38: Types of roles versus type of employment (Beef Industry)

Type of employment

Full time Part time Casual / seasonal

Contractor

Not applicable (do not employ staff in these

roles)

TOTAL

Owner / manager 82% 20% 2% 0% 6% 100%

Farm worker / farm hand 19% 5% 13% 2% 65% 100%

Stockman 10% 4% 7% 2% 78% 100%

Office manager / administration 9% 7% 2% 0% 81% 100%

Supervisor 7% 2% 0% 0% 91% 100%


6% 5% 4% 5% 79% 100%

Labourer (including pickers) 4% 2% 7% 1% 88% 100%

Technical specialist 1% 0% 1% 2% 96% 100%

QA / marketing / sales 1% 2% 1% 0% 96% 100%

Other 1% 1% 2% 2% 95% 100%

Packing shed worker 0% 0% 0% 0% 100% 100%


(Base: Total Beef industry n=256)




Table 39: Type and number of staffing changes in past 12 months (Beef Industry)

Nett 1 or more (% businesses

with ANY change of this

nature)

Number of staff

0 1 2 3

More than 3

TOTAL Mean Median

How many staff would you have lost where they have voluntarily left

14% 86% 6% 3% 1% 4% 100% 0.4 0

How many new staff have you employed to replace staff losses

12% 88% 6% 2% 1% 3% 100% 0.4 0

How many new staff have you employed in addition to your existing workforce

7% 93% 4% 2% 1% 1% 100% 0.1 0

How many Staff have you had to make redundant or terminate their employment

6% 94% 3% 3% 0% 0% 100% 0.1 0

Q6a(a). Over the past 12 months, how many… READ OUT. (Base: Total Beef industry n=256)

Table 40: Reasons for redundancies or employment termination over past 12 months

(Beef Industry)

Total Beef Industry


Lack of performance 3%

Business being down 2%

Due to drought 2%

Other 0%

Not applicable (no staff made redundant or terminated) 94%

Q6a(b). And was this due to…. READ OUT. MR. (Base: Total Beef industry n=256)



Table 41: New staff (Beef Industry)

Total Beef Industry

Total Beef Industry


New staff roles (Q6b) How new staff are sourced (Q7)

Farm worker / farm hand 9% Through a contact/ friend/ family member (incl. word of mouth)

64%

Labourer (including pickers) 4% Do not source/look for staff* 23%

Stockman 4% Newspaper ads 11%


2% Online job ads 10%


1% Recruitment company 2%

Office manager / administration 1% Labour hire company 2%

Not applicable (no new staff) 83% Contractors used on a regular basis**

2%


2%

Facebook 2%

Backpacker lodgings 1%

Walk-bys 1%


1%


1%

Other 0%

Q6b. With those new staff you employed within the last 12 months, what position descriptions were they

filling? DO NOT READ OUT. MR (Base: Total Beef industry n=256)

Q7. How do you currently source staff? DO NOT READ OUT. MR. (Base: Total Beef industry n=256)



Table 42: Current employment vacancies (Beef Industry)

Total Beef Industry

Total Beef Industry


Current employment vacancies (Q8a)

Positions currently vacant (Q8b)

Yes 7% Farm worker / farm hand 2%

No 93% Labourer (including pickers) 3%

Q8a. Do you have any current vacancy gaps? (Base: Total Beef industry n=256) Q8b. And what position descriptions are those

vacancies for? DO NOT READ OUT. MR (Base: Total



2%

Stockman 2%

Other 2%


2%




Table 43: Skills shortages (Beef Industry)

Total Beef Industry

Business owners & Managers in Total Beef

Industry


Types of skills shortages (entire workforce) (Q9a)

Skills shortages amongst owners and managers (Q9b)*

No skills missing 84% No / nothing 67%

Machinery skills 4% IT / Computer skills 12%

Strong work ethic 3% Accounting / book keeping 8%

Stock knowledge 2% Business management 7%


2% Technical skills / Technology 3%

IT / computer literacy 1% Machinery skills 3%

Positive attitude 1% Financial management 2%

Appropriate licence to operate 1% Managerial skills 2%

Good experienced workers 1% Animal health 2%

Accounting / finance 1% Office admin skills 1%

Machinery operators 1% BMP Accredited 1%

Fencing 1% Marketing / sales skills 1%

Other 1% Drivers licences 1%

Other 2%

Q9a. Are there particular skills missing in your workforce? DO NOT READ OUT. MR. (Base: Total Beef

industry n=256)


or have? RECORD VERBATIM (Base: Business owners and managers in the Beef industry n=245)


shown above.




Table 44: Retirement and business succession (Beef Industry)

Business owners or

managers in the Beef industry

Business owners or managers in the

Beef industry planning to retire in

next 5-10 years


Plans to retire in next 5-10 years - owners/managers only (Q9c)

Succession plans post-retirement (Q9d)

Yes 49% Yes 52%

No 47% No 48%

Don’t know 2% Ease of succession planning (Q9e)

Undecided 2% Yes 39%

No 54%

Don’t know 4%

Haven’t considered yet 3%



Q9d. Do you have a succession plan in place? (Base: Business owners and managers in the Beef industry

planning to retire in next 5-10 years n=119)


managers in the Beef industry planning to retire in next 5-10 years n=119)




Table 45: Qualifications and Training (Beef Industry)

Total Beef Industry

Total Beef Industry


Preference for staff with Certificate 2 and above qualifications (Q10a)

Impediments to training (Q10c)

Yes 13% Cost 24%

No 82% Time commitment 17%

Don’t know 5% Accessibility - distance to facilities 17%

Preferred delivery method for workforce training (Q10b)

Staff motivation 6%

Field days 31% Attitude incl: finding the right people who willing to learn

4%


17% Limited information on course content / options

4%

Hands on / on-site training 16% Availability of courses 3%

By any means 6% Lack of practical skills / experience on farm

3%

Face to face training / face to face 5% Decline in the industry / lack of job 3%

Nothing / no training necessary 4% Lack of interest from young people 3%

Participating in online courses 3% Don’t need more staff / don’t need training

3%

College / TAFE 2% Hard work - low wages 3%

Don’t know 16% Government rules and legislations incl: WH&S / employment red tape

2%

Availability of skilled trainers 2%


2%

Continuity of staff commitment 1%

Lack of government support / funds 1%

Accessibility - online connectivity 1%

Other 1%

Don’t know 30%

Nothing 3%


OUT. SR (Base: Total Beef industry n=256)


courses etc? DO NOT READ OUT. SR. (Base: Total Beef industry n=256)


Total Beef industry n=256)




Table 46: Use of migrant workers (Beef Industry)

Total Beef Industry

Businesses in the Beef Industry who

have employed migrants (ever)


Prior use of migrant workers (Q12a)

Recruitment sources (Q12d)

Yes 15% Online job ads 37%

No 85%


26%

Number of migrant workers employed in past 12 months (Q12b)

Recruitment company 13%

0 93% Backpacker lodgings 13%

1 2% Walk-bys 11%

2 2% Labour hire company 5%

3 1% Ads on-site e.g. sign on gate/window 5%

More than 3 2% Newspaper ads 3%

Mean 0.2 Ads on bulletin boards/around town 3%

Median 0 Other (specify) 8%

Positions occupied by migrant workers (Q12c)

Labourer (including pickers) 8%

Farm worker / farm hand 8%

Stockman 2%

Other 1%


85%

Q12a. Have you ever employed migrant workers? (Base: Total Beef industry n=256)


(Base: Total Beef industry n=256)

Q12c. What jobs do these migrant workers do? DO NOT READ OUT. MR (Base: Total Beef industry

n=256)

Q12d. How do you find these migrant workers? DO NOT READ OUT. MR (Base: Businesses in the Beef

industry who have employed migrant workers in the past n=38)




Table 47: Staff numbers in the next 2 years (Beef Industry)

Nett 1 or more (%

businesses likely to have ANY of these staff)

Number of staff

0 1 2 3

More than 3

TOTAL Mean Median

Full time 18% 82% 7% 6% 1% 4% 100% 0.5 0

Part time 11% 89% 6% 3% 0% 2% 100% 0.2 0

Casual 25% 75% 9% 8% 3% 6% 100% 0.7 0

Contract 29% 71% 8% 10% 2% 9% 100% 1.0 0


years? (Base: Total Beef industry, excluding those who indicated don’t know minimum n=250)



Table 48: Sample profile (Beef Industry)


Industry* Employment status (SC5)

Industry represented in survey (quota) I am the sole or joint owner 88%

Beef - intensive or pastoral combined 100% I am a manager 8%

- Pastoral 80% I am an employee 4%

- Intensive 20% Business role (SC3a)

Top primary revenue stream (SC4A) A primary producer 96%

Beef – pastoral/intensive 98% A supplier to primary producers 4%

Other 2% Location (SC6)

Top secondary revenue streams (SC4B) South-East Queensland 11%

None 57% Other 89%

Grain and feed 9% Business type (Q13)

Beef – pastoral/intensive 13% Family owned business 98%

Length of operation (Q15) Corporate business 2%

Less than 5 years 3% Annual turnover (Q14)




More than 50 years 29% $20 million and over 0%

Refused/Don’t know 9%

SC3a. And is the business…? READ OUT. SR SC4a. Which industry sector does the business generate its primary stream of income from? DO NOT

READ OUT. SR

SC4b. Which industry sector, if any, does the business generate its secondary stream of income from? DO

NOT READ OUT. SR

SC5. Which of the following best describes your employment status within the business? READ OUT. SR





Base: Total Beef industry (n=256)



4.1.12. Changes in employment over time (Beef Industry)

In 2011, Colmar Brunton conducted Primary Industry Profiles research for Department of

Employment, Economic Development and Innovation. Between the 24th of November and the 19th of

December 2011, Colmar Brunton conducted a Queensland study into a number of agricultural

industries, one of which was Beef. The purpose of this research was to determine, for each industry:

A business and employee profile;

The skills and knowledge required in the industry;

Trends in recruitment; and

Major factors that would impact the industry in next 5-10 years and how this would affect the

skills requirement.

This section focusses on comparing the results of the current research for the Queensland Farmers’

Federation (QFF) on behalf of the RJSA against the results of the previous research for the

Department of Employment, Economic Development and Innovation where possible. The

questionnaire was not identical in both studies, thus results from just a selection of questions

can be compared.

Figure 32 compares the number of full time, part time and casual staff members employed in each

year of the research. There appears to be slightly more full time or part time casual staff members

employed in the Beef Industry in 2015/16 compared to 2011.

Figure 31 Trend data: Number of full time, part time and casual staff (Beef Industry)

2011: Q2/3/4.Excluding yourself and any family members, how many full time/part time/casual staff do you

employ? (n=150)

2015/16: Q1/Q2/Q3a. Excluding yourself and any family members, how many full time/part time/casual staff

do you employ? RECORD NUMBER 0 - 999 (Base: Total Beef Industry n=256)

83%

78%

93%

87%

64%

63%

13%

13%

5%

10%

28%

25%

4%

10%

2%

2%

8%

12%

0% 20% 40% 60% 80% 100%

2011

2015/16

2011

2015/16

2011

2015/16

0 (None or family only) 1 to 2 More than 3

Full time staff

Part time staff

Casual staff



Figure 33 compares whether contractors were employed in each year of the research. There has

been a slight increase in the employment of contractors, increasing from 43% in 2011 to 49% in

2015/16.

Figure 32 Trend data: Employ contractors (Beef Industry)

2011: Q5a.Do you use contractors on a semi-regular or regular basis? (Base: Total Beef Industry

n=150)

Q4a. Do you use contractors on a semi-regular or regular basis? IF REQUIRED: not just a once off

need or specialist need (Base: Total Beef Industry n=256)

Figure 34 compares whether migrants had ever been employed in each year of the research. The

incidence of this within the Beef industry has increased from 6% in 2011 to 15% in 2015/16.

Figure 33 Trend data: Employ migrant workers (Beef Industry)

2011: Q11b. Have you ever employed migrant workers? (Base: Total Beef Industry n=150)

2015/16: Q12a. Have you ever employed migrant workers? (Base: Total Beef Industry n=256)

43% 49%

57% 51%

0%

20%

40%

60%

80%

100%

2011 2015/16

Yes No

6% 15%

94% 85%

0%

20%

40%

60%

80%

100%

2011 2015/16

Yes No



Figure 35 compares the recruitment sources used in each year of the research. In both years informal

contacts through a contact, friend, family member or word-of-mouth are by far the most common

source and this remains relatively consistent (69% in 2011, 64% in 2013/14). Newspaper ads remain

the second most common source (9% 2011, 11% 2015/16).

Figure 34 Trend data: Recruitment sources (Beef Industry)

2011: Q10. How do you currently source staff? (Total Beef Industry n=150)

2015/16: Q7. How do you currently source staff? DO NOT READ OUT. MR. (Base: Total Beef Industry

n=256)

* The ‘Other’ category included mostly people saying they did not need to recruit

Representatives of the Beef industry were asked in both 2011 and 2015/16 to forecast the number of

staff they were likely to employ on a full time, part time, casual or contractor basis in the next two

years. Figure 36 shows the proportion of businesses likely to employ any staff of this nature, while

Figure 37 shows a detailed breakdown of the predicted numbers.

The results are more positive in 2015/16, with anticipated staff numbers forecasted to be higher in

comparison to 2011 for all job types.

69%

9%

0%

0%

1%

0%

1%

0%

20%

64%

11%

10%

1%

1%

2%

1%

1%

31%

0% 20% 40% 60% 80%


Newspaper ads

Online job ads

Backpacker lodgings

Walk-bys


Through the unis/TAFEs/accreditation courses/othereducation


Other (specify)

2011

2015/16



Figure 35 Trend data: Staff numbers in the next 2 years – Nett Any (Beef Industry)

Figure 36 Trend data: Staff numbers in the next 2 years – Detailed breakdown (Beef

Industry)

2011: Q6. How many do you envisage employing full time, part time, casual or contract in the next 2 years?

(Base: Total Beef Industry n=150)

2015/16: Q11. How many people do you envisage employing full time, part time, casual or contract in the

next 2 years? (Base: Total Beef industry, excluding those who indicated don’t know minimum n=250)



5% 3%

13% 16% 18% 11%

25% 29%

0%

20%

40%

60%

80%

100%

Full time Part time Casual Contract

2011 2015/16

95%

82%

97%

89%

87%

75%

84%

71%

5%

13%

3%

9%

12%

17%

12%

17%

5%

2%

1%

8%

4%

12%

0% 20% 40% 60% 80% 100%

2011

2015/16

2011

2015/16

2011

2015/16

2011

2015/16

0 (None or family only) 1 to 2 3 or more

Full time staff

Part time staff

Casual staff

Contractor staff



4.2. Cotton.


Table 49: Number of full time and part time staff (Cotton Industry)



staff)


0 1 2 3

More than 3

TOTAL Mean Median

Full time staff 71% 29% 24% 11% 9% 27% 100% 5.2 1

Part time staff 41% 59% 16% 10% 3% 13% 100% 1.4 0


NUMBER 0 - 999 (Base: Total Cotton industry n=70)


NUMBER 0 - 999 (Base: Total Cotton industry n=70)


Table 50: Number of casual staff employed annually (Cotton Industry)

Total Cotton Industry


Casual staff


0 26%

1 13%

2 17%

3 11%

More than 3 33%

Mean 7.9

Median 3


Cotton industry n=70)



Table 51: Casual labour roles (Cotton Industry)





Harvesting 41% Stockwork incl. mustering, cattlework, branding, husbandry, feeding stock*

3%

Picking 19% Fencing 1%


13% Fencing 1%


13% Spraying 1%

Machinery operation 13% Shearing 1%

Irrigation 9% Packing* 1%

Planting 7% Other 3%


Q3b. What does your casual labour do for you? DO NOT READ OUT. MR. (Base: Total Cotton industry

n=70)





Table 52: Use of contractors (Cotton Industry)





Yes 69% Harvesting 43%

No 31% Spraying 27%

Number of contractors (Q4b) Picking 23%

0 31% Transportation 11%

1 24% Planting 7%

2 19% Manual/ general labour 6%


6%

More than 3 17% Fencing 3%

Mean 2.6 Build modules 3%

Median 1 Irrigation 1%

Other 4%

Not applicable(do not employ contractors)

31%

Q4a. Do you use contractors on a semi-regular or regular basis? IF REQUIRED: not just a once off need or specialist need (Base: Total Cotton industry n=70) Q4b How many contractors do you use? RECORD NUMBER 0-999 (Base: Total Cotton industry n=70) Q4c. What do your contractors do for you? DO NOT READ OUT. MR (Base: As shown) * Response option

added to pre-existing codeframe - coded up from ‘other (specify)’ verbatims




Table 53: Position descriptions occupied (Cotton Industry)




0 1 2 3

More than 3

TOTAL Mean Median

Owner / manager 100% 0% 20% 47% 14% 19% 100% 1.9 2


Office manager / administration 56% 44% 44% 7% 1% 3% 100% 0.2 1


49% 51% 14% 10% 9% 16% 100% 0.4 0


Supervisor 34% 66% 17% 6% 3% 9% 100% 0.1 0



Stockman 9% 91% 1% 1% 3% 3% 100% 0.7 0


Other 6% 94% 3% 0% 1% 1% 100% 0.1 0


READ OUT. (Base: Total Cotton industry n=70)


READ OUT. (Base: Total Cotton industry n=70)

Table 54: Types of roles versus type of employment (Cotton Industry)

Type of employment


Contractor


roles)

TOTAL

Owner / manager 96% 17% 4% 0% 0% 100%



44% 9% 4% 1% 51% 100%

Supervisor 34% 0% 1% 0% 66% 100%

Office manager / administration 27% 24% 4% 0% 44% 100%



Stockman 9% 0% 1% 0% 91% 100%



Other 3% 0% 1% 1% 94% 100%


(Base: Total Cotton industry n=70)




Table 55: Type and number of staffing changes in past 12 months (Cotton Industry)



nature)

Number of staff

0 1 2 3

More than 3

TOTAL Mean Median


40% 60% 20% 9% 4% 7% 100% 1.3 0


30% 70% 20% 3% 0% 7% 100% 0.7 0


26% 74% 13% 9% 0% 4% 100% 3.4 0


13% 87% 9% 0% 1% 3% 100% 0.3 0

Q6a(a). Over the past 12 months, how many… READ OUT. (Base: Total Cotton industry n=70)


(Cotton Industry)





Due to drought 1%

Due to a change in business focus 1%

Other 1%


Q6a(b). And was this due to…. READ OUT. MR. (Base: Total Cotton industry n=70)



Table 57: New staff (Cotton Industry)






64%


13% Do not source/look for staff* 23%

Labourer (including pickers) 9% Newspaper ads 11%

Stockman 3% Online job ads 10%

Packing shed worker 1% Recruitment company 2%

Office manager / administration 1% Labour hire company 2%

Owner / manager 1% Contractors used on a regular basis*

2%

Not applicable (no new staff) 54% Ads on bulletin boards/around town

2%

Q6b. With those new staff you employed within the

last 12 months, what position descriptions were they

filling? DO NOT READ OUT. MR (Base: Total Cotton

industry n=256)

Q7. How do you currently source staff? DO NOT

READ OUT. MR. (Base: Total Cotton industry n=70)

* Response option added to pre-existing codeframe -

coded up from ‘other (specify)’ verbatims

Facebook 2%


Walk-bys 1%


1%


1%

Other 0%


Table 58: Current employment vacancies (Cotton Industry)







No 91% Machinery operator / maintenance

2%

Stockman 2%

Other 2%

Not applicable (no gaps) 93%

Q8a. Do you have any current vacancy gaps? (Base: Total Cotton industry n=70) Q8b. And what position descriptions are those vacancies for? DO NOT READ OUT. MR (Base: Total





Table 59: Skills shortages (Cotton Industry)


Business owners & Managers in





IT / computer literacy 10% IT / Computer skills 15%

Machinery skills - Mechanical skills incl: maintenance / welding / fabricator

6% Marketing / sales skills 8%

Appropriate licence to operate 6% Accounting / book keeping 6%

Marketing / sales 4% Business management 6%

Machinery operators 3% Technical skills / Technology 5%

Drivers incl: truck / forklift / tractors 3% Financial management 3%

Irrigation operation skills 3% Managerial skills incl: manager / supervisor

3%

Strong work ethic 1% Office admin skills 3%


1% Agronomy 3%

Positive attitude 1% Machinery skills incl: maintenance / welding / fabricator

2%

Farm hands / farm skills 1% Drivers licences incl: truck / forklift / tractors

2%

Adequate English and math skills 1% Better understanding of horticulture

2%


1% Other 3%

Good social / communication skills 1%

Other 0%

Q9a. Are there particular skills missing in your workforce? DO NOT READ OUT. MR. (Base: Total Cotton

industry n=70)


or have? RECORD VERBATIM (Base: Business owners and managers in the Cotton industry n=66)


shown above.




Table 60: Retirement and business succession (Cotton Industry)

Business owners or

managers in the Cotton industry

Business owners or managers in the Cotton industry

planning to retire in next 5-10 years




Yes 45% Yes 60%

No 47% No 40%



No 53%

Don’t know 7%




Q9d. Do you have a succession plan in place? (Base: Business owners and managers in the Cotton

industry planning to retire in next 5-10 years n=33)


managers in the Cotton industry planning to retire in next 5-10 years n=33)




Table 61: Qualifications and Training (Cotton Industry)






Yes 27% Availability of courses 9%

No 69% Availability of courses 9%

Don’t know 4% Limited information on course content / options

6%



6%


33% Attitude incl: finding the right people who willing to learn

4%

Face to face training / face to face 27% Attitude incl: finding the right people who willing to learn

4%

Field days 16% Decline in the industry / lack of job 3%

Hands on / on-site training 14% Don’t need more staff / don’t need training

3%

Participating in online courses 3% Government rules and legislations incl: WH&S / employment red tape

3%

By any means 1% Decline in the industry / lack of job 3%

Nothing / no training necessary 1% Lack of practical skills / experience on farm

1%

Don’t know 4% Availability of skilled trainers 1%

Hard work - low wages 1%

Language barriers 1%


Other 1%

Don’t know 13%

Nothing 6%


OUT. SR (Base: Total Cotton industry n=70)


courses etc? DO NOT READ OUT. SR. (Base: Total Cotton industry n=70)


Total Cotton industry n=70)




Table 62: Use of migrant workers (Cotton Industry)

Total Cotton

Industry

Businesses in the Cotton Industry who





Yes 15% Online job ads **

No 85%


**


Recruitment company **

0 93% Backpacker lodgings **

1 2% Walk-bys **

2 2% Other **

3 1% Labour hire company **

More than 3 2% Newspaper ads **

Mean 0.2 Newspaper ads **

Median 0 Ads on-site e.g. sign on gate/window **


Ads on bulletin boards/around town **

Farm worker / farm hand 26% Other (specify) **


Machinery operator / maintenance 10%

Other 6%

Stockman 1%


59%

Q12a. Have you ever employed migrant workers? (Base: Total Cotton industry n=70)


(Base: Total Cotton industry n=70)

Q12c. What jobs do these migrant workers do? DO NOT READ OUT. MR (Base: Total Cotton industry

n=70)

Q12d. How do you find these migrant workers? DO NOT READ OUT. MR (Base: Businesses in the Cotton


**Sample size <n=30. Results are not shown due to small sample size – results are unreliable.




Table 63: Staff numbers in the next 2 years (Cotton Industry)

Nett 1 or more (%


Number of staff

0 1 2 3

More than 3

TOTAL Mean Median

Full time 53% 47% 22% 9% 9% 13% 100% 2.9 1

Part time 26% 74% 16% 6% 1% 3% 100% 0.5 0

Casual 45% 55% 13% 6% 4% 22% 100% 4.8 0

Contract 29% 71% 13% 4% 4% 7% 100% 1.2 0


years? (Base: Total Cotton industry, excluding those who indicated don’t know minimum n=68)



Table 64: Sample profile (Cotton Industry)




Cotton 100% I am a manager 9%

Top primary revenue stream (SC4A) I am an employee 6%

Cotton 93% Business role (SC3a)

Grain and feed 6% A primary producer 97%

Beef - intensive 1% A supplier to primary producers 3%

Top secondary revenue streams (SC4B) Location (SC6)

None 11% South-East Queensland 0%

Grain and feed 61% Other 100%

Production horticulture 9% Business type (Q13)

Beef - pastoral 9% Family owned business 91%

Length of operation (Q15) Corporate business 9%

Less than 5 years 1% Annual turnover (Q14)




More than 50 years 17% $20 million and over 10%



READ OUT. SR


NOT READ OUT. SR






Base: Total Cotton industry (n=70)



4.2.12. Changes in employment over time (Cotton Industry)

In 2013, Colmar Brunton conducted research for the Department of Agriculture, Forestry and

Fisheries as per of the Industry Skills and Workforce Development Strategy development. One part

of the strategy focused on identifying essential occupations and skills required for long term industry

growth. Between the 25th of March and the 19th of April 2013, Colmar Brunton conducted a

Queensland study into a number of agricultural industries, one of which was Cotton.



Department of Agriculture, Forestry and Fisheries where possible. The questionnaire was not

identical in both studies, thus results from just a selection of questions can be compared.

Data on the number of staff currently employed on a full time, part time or casual basis is unable to be

compared between years due to the question being asked differently in each year i.e. in 2013

respondents were directed to include family members and the respondent themselves in the count,

whereas in 2015 they were directed to exclude them.

Insights

Figure 38 below compares the proportion of family vs. corporate businesses in the Cotton Industry.

There is little change in the profile over time, with just over 9 in 10 businesses being family-owned

each year.

Figure 37 Trend data: Family vs. corporate businesses (Cotton Industry)

2013: Q18. Is your farm a family operated or corporate farm? (Base: Total Cotton Industry n=81)

2015/16: Q13 Is your business a…? READ OUT (SR) (Base: Total Cotton Industry n=70)

94% 91%

6% 9%

0%

20%

40%

60%

80%

100%

2013 2015/16

Family owned farm Corporate Farm



Representatives of the Cotton industry were asked whether they employed contractors (see Figure

39). In 2015/16 the proportion that employed contractors rose slightly from 60% to 69% (a 9

percentage point increase).

Figure 38 Trend data: Employ contractors (Cotton Industry)

2013: Q5a.Do you use contractors on a semi-regular or regular basis? (Base: Total Cotton Industry

n=81)


need or specialist need (Base: Total Cotton Industry n=70)

Representatives of the Cotton industry were also asked how many contractors they used (see Figure

40). Overall a marginal increase in the number of contractors was observed between years however

the shift is not statistically significant.

Figure 39 Trend data: Number of contractors (Cotton Industry)

2013: Q5d How many contractors do you use? (Base: Total Cotton Industry n=81)

2015/16: Q4b How many contractors do you use? RECORD NUMBER 0-999 (Base: Total Cotton Industry

n=70)

60% 69%

40% 31%

0%

20%

40%

60%

80%

100%

2013 2015/16

Yes No

40%

31%

43%

43%

17%

26%

0% 20% 40% 60% 80% 100%

2013

2015/16

0 1 to 2 3 or more



Representatives of the Cotton industry were asked how they currently sourced staff (see Figure 41).

Comparing 2013 to 2015/16 results, sourcing staff via informal contacts such as friends, family

members or word-of-mouth is the most common source in both years, however this year it was more

commonly mentioned. Newspaper ads and online job ads are the second and third most common

sources across both years.

The increase in recruitment via informal sources such as friends, family members and word-of-mouth

this year has come at the expense of recruitment via walk-bys, backpacker lodgings and ads on

bulletin boards around town.

Figure 40 Trend data: Recruitment sources (Cotton Industry)

2013: Q10. How do you currently source staff? (Total Cotton Industry n=81)

2015/16: Q7. How do you currently source staff? DO NOT READ OUT. MR. (Base: Total Cotton Industry

n=70)


Representatives of the Cotton industry were asked in both 2013 and 2015/16 to forecast the number

of staff they were likely to employ on a full time, part time, casual or contractor basis in the next two

years. Figure 42 shows the proportion of businesses likely to employ any staff of this nature, while

Figure 43 shows a detailed breakdown of the predicted numbers.

The forecast in 2015/16 is slightly lower than in 2013 for all types of staff, except for full time staff

where the forecast is significantly lower.

56%

27%

25%

15%

16%

16%

10%

1%

2%

11%

79%

23%

19%

7%

1%

1%

0%

0%

0%

6%

0% 20% 40% 60% 80% 100%


Newspaper ads

Online job ads

Recruitment company/employment agency

Walk-bys

Backpacker lodgings




Other (specify)

2011

2015/16



Figure 41 Trend data: Staff numbers in the next 2 years – Nett Any (Cotton Industry)

Figure 42 Trend data: Staff numbers in the next 2 years – Detailed breakdown

(Cotton Industry)

Q6c. How many people do you envisage employing full time, part time, casual or contract in the next

2 years? (Total Cotton Industry n=81)


years? (Base: Total Cotton industry, excluding those who indicated don’t know minimum n=68)



70%

35%

48% 40%

53%

26%

45%

29%

0%

20%

40%

60%

80%

100%


2013 2015/16

30%

47%

65%

74%

52%

55%

69%

71%

36%

31%

21%

24%

23%

19%

23%

17%

34%

22%

14%

2%

25%

26%

8%

12%

0% 20% 40% 60% 80% 100%

2013

2015/16

2013

2015/16

2013

2015/16

2013

2015/16


Contractors

Casual

staff

Part time

staff

Full time

staff



4.3. Grain and Feed.

4.3.1. Number of full-time and part-time staff.

Table 65: Number of full-time and part-time staff (Grain and Feed Industry)



staff)


0 1 2 3

More than 3

TOTAL Mean Median

Full time staff 41% 59% 25% 8% 1% 7% 100% 1.1 0

Part time staff 20% 80% 10% 3% 3% 4% 100% 0.4 0


NUMBER 0 - 999 (Base: Total Grain & Feed industry n=100)


NUMBER 0 - 999 (Base: Total Grain & Feed industry n=100)


Table 66: Number of casual staff employed annually (Grain and Feed Industry)

Total Grain & Feed Industry


Casual staff


0 64%

1 17%

2 5%

3 7%

More than 3 7%

Mean 1.0

Median 0


Grain & Feed industry n=100)



Table 67: Casual labour roles (Grain and Feed Industry)






19% Fencing 2%


13% Spraying 2%

Harvesting 7% Planting 1%

Machinery operation 7% Shearing 1%

Picking 2% Repairs & maintenance* 1%


2% Other 1%

Not Applicable - do not employ casual labour (64%)

Q3b. What does your casual labour do for you? DO NOT READ OUT. MR. (Base: Total Grain & Feed

industry n=100)





Table 68: Use of contractors (Grain and Feed Industry)






No 44% Transportation 19%

Number of contractors (Q4b) Spraying 9%

0 44% Manual/ general labour 7%

1 21% Machinery operator/maintenance 4%

2 20% Picking 2%

3 8% Planting 2%

More than 3 7% Fencing 1%

Mean 1.2 Irrigation 1%

Median 1 Stockwork* 1%

Vegetation management* 1%

Shearing 1%

Other 4%


44%

Q4a. Do you use contractors on a semi-regular or regular basis? IF REQUIRED: not just a once off need or specialist need (Base: Total Grain & Feed industry n=100) Q4b How many contractors do you use? RECORD NUMBER 0-999 (Base: Total Grain & Feed industry n=100) Q4c. What do your contractors do for you? DO NOT READ OUT. MR (Base: As shown) * Response option





Table 69: Position descriptions occupied (Grain and Feed Industry)




0 1 2 3 More than 3

TOTAL Mean Median

Owner / manager 98% 2% 24% 47% 12% 15% 100% 1.9 2



46% 54% 25% 5% 11% 5% 100% 0.4 0


38% 62% 33% 3% 2% 0% 100% 0.2 0

Supervisor 30% 70% 16% 6% 6% 2% 100% 0.1 0




Stockman 12% 88% 5% 3% 4% 0% 100% 0.7 0


Other 6% 94% 2% 1% 2% 1% 100% 0.1 0


READ OUT. (Base: Total Grain & Feed industry n=100)


READ OUT. (Base: Total Grain & Feed industry n=100)

Table 70: Types of roles versus type of employment (Grain and Feed Industry)

Type of employment


Contractor


roles)

TOTAL

Owner / manager 90% 24% 5% 0% 2% 100%



29% 8% 7% 7% 54% 100%

Supervisor 27% 2% 2% 0% 70% 100%


16% 17% 5% 2% 62% 100%



Stockman 10% 4% 0% 0% 88% 100%



Other 2% 1% 2% 2% 94% 100%


(Base: Total Grain & Feed industry n=100)




Table 71: Type and number of staffing changes in past 12 months (Grain and Feed

Industry)



nature)

Number of staff

0 1 2 3

More than 3

TOTAL Mean Median


15% 85% 10% 4% 1% 0% 100% 0.2 0


14% 86% 7% 4% 1% 2% 100% 0.3 0


13% 87% 8% 1% 1% 3% 100% 0.4 0


7% 93% 5% 1% 1% 0% 100% 0.1 0

Q6a(a). Over the past 12 months, how many… READ OUT. (Base: Total Grain & Feed industry n=100)


(Grain and Feed Industry)





Due to drought 2%


Other 1%


Q6a(b). And was this due to…. READ OUT. MR. (Base: Total Grain & Feed industry n=100)



Table 73: New staff (Grain and Feed Industry)






54%


6% Do not source/look for staff* 30%


Other 3% Online job ads 10%

Stockman 1% Recruitment company 5%

Office manager / administration 1% Walk-bys 2%

Supervisor 1% Labour hire company 2%

Not applicable (no new staff) 75% Contractors used on a regular basis*

2%


2%



1%

Immigration agency* 1%

Other 1%

Q6b. With those new staff you employed within the last 12 months, what position descriptions were they filling? DO NOT READ OUT. MR (Base: Total Grain & Feed industry n=100) Q7. How do you currently source staff? DO NOT READ OUT. MR. (Base: Total Grain & Feed industry n=100)



Table 74: Current employment vacancies (Grain and Feed Industry)







No 93% Machinery operator / maintenance

2%

Stockman 2%

Other 2%


Q8a. Do you have any current vacancy gaps? (Base: Total Grain & Feed industry n=100) Q8b. And what position descriptions are those vacancies for? DO NOT READ OUT. MR (Base: Total Grain

& Feed industry n=100)




Table 75: Skills shortages (Grain and Feed Industry)

Total Grain & Feed

Industry

Business owners & Managers in Total

Grain & Feed Industry





Drivers incl: truck / forklift / tractors 5% IT / Computer skills 19%


4% Business management 6%


2% Office admin skills 6%

Appropriate licence to operate 2% Accounting / book keeping 5%

Machinery operators 2% Machinery skills incl: maintenance / welding / fabricator

5%

Farm hands / farm skills 2% Managerial skills incl: manager / supervisor

5%



Stock knowledge incl: mustering, cattle handling

1% Financial management 2%

IT / computer literacy 1%


1%

Positive attitude 1% Marketing / sales skills 1%

Good experienced workers 1% Drivers licences incl: truck / forklift / tractors

1%

Accounting / finance 1% Agronomy 1%

Fencing 1% Better understanding of horticulture

1%

Adequate English and math skills 1% Other 2%

Good social / communication skills 1%

Other 1%

Q9a. Are there particular skills missing in your workforce? DO NOT READ OUT. MR. (Base: Total Grain &

Feed industry n=100)


or have? RECORD VERBATIM (Base: Business owners and managers in the Grain & Feed industry n=97)


shown above.




Table 76: Retirement and business succession (Grain and Feed Industry)

Business owners or

managers in the Grain & Feed

industry


Grain & Feed industry planning to retire in next 5-10

years




Yes 40% Yes 56%

No 53% No 44%



No 38%

Don’t know 0%



Grain & Feed industry n=66)

Q9d. Do you have a succession plan in place? (Base: Business owners and managers in the Grain & Feed



managers in the Grain & Feed industry planning to retire in next 5-10 years n=33)




Table 77: Qualifications and Training (Grain and Feed Industry)






Yes 19% Time commitment 27%

No 77% Cost 16%

Don’t know 4% Accessibility - distance to facilities 12%


Staff motivation 8%


26% Attitude incl: finding the right people who willing to learn

7%

Field days 21% Government rules and legislations incl: WH&S / employment red tape

5%

Face to face training / face to face 13% Limited information on course content / options

4%

Hands on / on-site training 11% Availability of courses 4%

Participating in online courses 8% Lack of practical skills / experience on farm

3%

By any means 3% Lost productivity / covering staff for training

2%

Nothing / no training necessary 1% Lack of interest from young people 1%

College / TAFE 1% Don’t need more staff / don’t need training

1%

By telephone / skype 1% Lack of government support / funds 1%


1% Accessibility - online connectivity 1%

Participating in webinars 1% Competition from the mining industry 1%

Other 1% Other 4%

Don’t know 12% Don’t know 23%

Nothing 3%


OUT. SR (Base: Total Grain & Feed industry n=100)


courses etc? DO NOT READ OUT. SR. (Base: Total Grain & Feed industry n=100)


Total Grain & Feed industry n=100)




Table 78: Use of migrant workers (Grain and Feed Industry)


Businesses in the Grain & Feed Industry who have employed

migrants (ever)




Yes 11% Through a contact/ friend/ family member

**

No 89% Online job ads **


Labour hire company **

0 96% Newspaper ads **

1 2% Recruitment company **

2 0% Other (specify) **

3 0%

More than 3 2%

Mean 0.1

Median 0





Other 6%

Stockman 1%


59%

Q12a. Have you ever employed migrant workers? (Base: Total Grain & Feed industry n=100)


(Base: Total Grain & Feed industry n=100)

Q12c. What jobs do these migrant workers do? DO NOT READ OUT. MR (Base: Total Grain & Feed

industry n=100)

Q12d. How do you find these migrant workers? DO NOT READ OUT. MR (Base: Businesses in the Grain

& Feed industry who have employed migrant workers in the past n=11)





Table 79: Staff numbers in the next 2 years (Grain and Feed Industry)

Nett 1 or more (%


Number of staff

0 1 2 3

More than 3

TOTAL Mean Median

Full time 43% 57% 17% 9% 6% 10% 100% 1.2 0

Part time 15% 85% 8% 6% 0% 0% 100% 0.2 0

Casual 36% 64% 20% 9% 3% 4% 100% 0.7 0

Contract 31% 69% 10% 7% 3% 11% 100% 0.8 0


years? (Base: Total Grain & Feed industry, excluding those who indicated don’t know minimum n=94)



Table 80: Sample profile (Grain and Feed Industry)




Grain and feed 100% I am a manager 8%


Grain and feed 95% Business role (SC3a)

Beef - pastoral 5% A primary producer 97%

Top secondary revenue streams (SC4B) A supplier to primary producers 3%

None 31% Location (SC6)

Beef - pastoral 29% South-East Queensland 6%

Cotton 15% Other 94%

Grain and feed 6% Business type (Q13)

Length of operation (Q15) Family owned business 98%








SC3a. And is the business…? READ OUT. SR

SC4a. Which industry sector does the business generate its primary stream of income from? DO NOT

READ OUT. SR


NOT READ OUT. SR






Base: Total Grain & Feed industry (n=100)



4.3.12. Changes in employment over time (Grain and Feed Industry)




industries, one of which was Grain and Feed. The purpose of this research was to determine, for each

industry:





skills requirement.





can be compared.

Insights


year of the research. Slight increases in full time or part time casual staff members have been

observed in 2015/16 compared to 2011 however the number of casual staff has slightly decreased.

Figure 43 Trend data: Number of full time, part time and casual staff (Grain and Feed

Industry)

2011: Q2/3/4.Excluding yourself and any family members, how many full time/part time/casual staff do you

employ? (Total Grain and Feed n=150)

2015/16: Q1/Q2/Q3a. Excluding yourself and any family members, how many full time/part time/casual staff

do you employ? RECORD NUMBER 0 - 999 (Base: Total Grain and Feed Industry n=100)

68%

59%

83%

80%

59%

64%

21%

33%

13%

13%

28%

22%

11%

8%

4%

7%

13%

14%

0% 20% 40% 60% 80% 100%

2011

2015/16

2011

2015/16

2011

2015/16


Full time staff

Part time staff

Casual staff



Figure 45 compares whether contractors were employed in each year of the research. The proportion

of businesses in Grain and Feed Industry remains fairly consistent with 2011 (59% 2011; 56%

2015/16).

Figure 44 Trend data: Employ contractors (Grain and Feed Industry)

2011: Q5a.Do you use contractors on a semi-regular or regular basis? (Base: Total Grain and Feed

Industry n=150)


need or specialist need (Base: Total Grain and Feed Industry n=100)


incidence of this within the Grain and Feed industry remains stable at around 1 in 10 businesses.

Figure 45 Trend data: Employ migrant workers (Grain and Feed Industry)

2011: Q11b. Have you ever employed migrant workers? (Base: Total Grain and Feed Industry n=150)

2015/16: Q12a. Have you ever employed migrant workers? (Base: Total Grain and Feed Industry

n=100)

59% 56%

41% 44%

0%

20%

40%

60%

80%

100%

2011 2015/16

Yes No

10% 11%

90% 89%

0%

20%

40%

60%

80%

100%

2011 2015/16

Yes No





source, however this year this has decreased slightly from 63% in 2011 to 54% 2015/16. Newspaper

ads remain the second most common source (11% 2011, 13% 2015/16), and online job ads remain

the third most common source (5% 2011; 10% 2015/16).

Figure 46 Trend data: Recruitment sources (Grain and Feed Industry)

2011: Q10. How do you currently source staff? (Total Grain and Feed Industry n=150)

2015/16: Q7. How do you currently source staff? DO NOT READ OUT. MR. (Base: Total Grain and Feed

Industry n=100)


Representatives of the Grain and Feed industry were asked in both 2011 and 2015/16 to forecast the

number of staff they were likely to employ on a full time, part time, casual or contractor basis in the

next two years. Figure 48 shows the proportion of businesses likely to employ any staff of this nature,

while Figure 49 shows a detailed breakdown of the predicted numbers.

The predictions in 2015/16 are more positive than in 2011, with the proportion of businesses likely to

employ and full time, part time or casual staff in the next two years higher than that predicted back in

2011. The predictions are most positive for full time staff and casual staff. The predictions for the

employment of contractors remain stable.

63%

11%

5%

0%

0%

1%

0%

1%

19%

54%

13%

10%

2%

2%

1%

1%

0%

41%

0% 20% 40% 60% 80% 100%


Newspaper ads

Online job ads

Walk-bys


Backpacker lodgings



Other (specify)

2011

2015/16



Figure 47 Trend data: Staff numbers in the next 2 years – Nett Any (Grain and Feed

Industry)

Figure 48 Trend data: Staff numbers in the next 2 years – Detailed breakdown (Grain

and Feed Industry)


(Base: Total Grain and Feed Industry n=150)


next 2 years? (Base: Total Grain and Feed industry, excluding those who indicated don’t know minimum

n=94)



23%

6%

19% 28%

43%

15%

36% 31%

0%

20%

40%

60%

80%

100%


2011 2015/16

77%

57%

94%

85%

81%

64%

72%

69%

18%

27%

5%

15%

12%

29%

19%

17%

5%

16%

7%

7%

9%

14%

0% 20% 40% 60% 80% 100%

2011

2015/16

2011

2015/16

2011

2015/16

2011

2015/16


Full time staff

Part time staff

Casual staff

Contractor staff



4.4. Intensive Livestock (poultry, dairy,

pigs).


Table 81: Number of full time and part time staff (Intensive Livestock Industry)



staff)


0 1 2 3

More than 3

TOTAL Mean Median

Full time staff 27% 73% 8% 6% 3% 10% 100% 2.4 0

Part time staff 17% 83% 7% 2% 3% 5% 100% 0.5 0


NUMBER 0 - 999 (Base: Total Intensive Livestock industry n=100)


NUMBER 0 - 999 (Base: Total Intensive Livestock industry n=100)


Table 82: Number of casual staff employed annually (Intensive Livestock Industry)

Total Intensive Livestock Industry


Casual staff


0 72%

1 10%

2 5%

3 5%

More than 3 8%

Mean 1.8

Median 0


Intensive Livestock industry n=100)



Table 83: Casual labour roles (Intensive Livestock Industry)






17% Machinery operation 1%


11% Shearing 1%

Fencing 6% Repairs and maintenance* 1%


2% Other 5%

Vegetation management incl. weeding, thinning, mowing, watering, pruning, garden maintenance etc *

2%

Not Applicable (do not employ casual labour (72%)

Q3b. What does your casual labour do for you? DO NOT READ OUT. MR. (Base: Total Intensive Livestock

industry n=100)





Table 84: Use of contractors (Intensive Livestock Industry)





Yes 54% Manual/ general labour 25%

No 46% Harvesting 14%

Number of contractors (Q4b) Machinery operator/maintenance 11%

0 46% Spraying 8%


2 14% Fencing 6%

3 8% Stockwork* 4%

More than 3 16% Planting 3%

Mean 1.9 Vegetation management* 3%

Median 1 Irrigation 1%

Repairs and maintenance* 1%

Other 11%


46%


specialist need (Base: Total Intensive Livestock industry n=100)

Q4b How many contractors do you use? RECORD NUMBER 0-999 (Base: Total Intensive Livestock

industry n=100)

Q4c. What do your contractors do for you? DO NOT READ OUT. MR (Base: As shown) * Response option





Table 85: Position descriptions occupied (Intensive Livestock Industry)

Number of businesses with staff in particular position

descriptions


0 1 2 3 More than 3

TOTAL Mean Median

Owner / manager 96% 4% 23% 56% 8% 9% 100% 1.9 2



23% 77% 10% 7% 1% 5% 100% 0.4 0



18% 82% 12% 3% 1% 2% 100% 0.2 0

Supervisor 13% 87% 5% 4% 2% 2% 100% 0.1 0

Stockman 12% 88% 7% 2% 1% 2% 100% 0.7 0



Other 6% 94% 2% 2% 1% 1% 100% 0.1 0



READ OUT. (Base: Total Intensive Livestock industry n=100)


READ OUT. (Base: Total Intensive Livestock industry n=100)

Table 86: Types of roles versus type of employment (Intensive Livestock Industry)

Type of employment


Contractor


roles)

TOTAL

Owner / manager 84% 22% 4% 0% 4% 100%


Supervisor 13% 0% 0% 0% 87% 100%


12% 1% 5% 9% 77% 100%


10% 6% 3% 0% 82% 100%

Stockman 8% 2% 3% 0% 88% 100%





Other 1% 1% 3% 2% 94% 100%


(Base: Total Intensive Livestock industry n=100)




Table 87: Type and number of staffing changes in past 12 months (Intensive

Livestock Industry)



nature)

Number of staff

0 1 2 3

More than 3

TOTAL Mean Median


25% 75% 11% 6% 1% 7% 100% 1.3 0


17% 83% 5% 5% 0% 7% 100% 0.9 0


11% 89% 7% 3% 0% 1% 100% 0.3 0


5% 95% 3% 2% 0% 0% 100% 0.1 0

Q6a(a). Over the past 12 months, how many… READ OUT. (Base: Total Intensive Livestock industry

n=100)


(Intensive Livestock Industry)






Other 0%


Q6a(b). And was this due to…. READ OUT. MR. (Base: Total Intensive Livestock industry n=100)



Table 89: New staff (Intensive Livestock Industry)






55%

Stockman 4% Do not source/look for staff* 29%

Labourer (including pickers) 3% Online job ads 12%


1% Newspaper ads 10%


1% Recruitment company 4%

Office manager / administration 1% Walk-bys 4%

Technical specialist 1% Ads on bulletin boards/around town

2%

Other 4% Facebook 2%

Not applicable (no new staff) 76% Backpacker lodgings 1%

Q6b. With those new staff you employed within the last

12 months, what position descriptions were they filling?

DO NOT READ OUT. MR (Base: Total Intensive

Livestock industry n=100)

Q7. How do you currently source staff? DO NOT READ

OUT. MR. (Base: Total Intensive Livestock industry

n=100)




1%


1%

Cane Growers Association 1%


1%

Immigration agency* 1%

Other 1%


Table 90: Current employment vacancies (Intensive Livestock Industry)







No 93% Stockman 2%

Owner / manager 2%

Other 1%


Q8a. Do you have any current vacancy gaps? (Base: Total Intensive Livestock industry n=100) Q8b. And what position descriptions are those vacancies for? DO NOT READ OUT. MR (Base: Total





Table 91: Skills shortages (Intensive Livestock Industry)

Total Intensive

Livestock Industry

Business owners & Managers in Total Intensive Livestock

Industry






4% IT / Computer skills 10%

Good experienced workers 3% Accounting / book keeping 4%




2% Machinery skills incl: maintenance / welding / fabricator

4%


2%


4%

IT / computer literacy 2% Marketing / sales skills 4%

Positive attitude 2% Office admin skills 3%

Strong work ethic 1% Technical skills / Technology 2%

Appropriate licence to operate 1% Financial management 2%

Accounting / finance 1% Managerial skills incl: manager / supervisor

2%

Fencing 1% Agronomy 1%

A person with common sense 1% Other 2%

Farm hands / farm skills 1%

Adequate English and math skills 1%

Other 2%

Q9a. Are there particular skills missing in your workforce? DO NOT READ OUT. MR. (Base: Total Intensive

Livestock industry n=100)


or have? RECORD VERBATIM (Base: Business owners and managers in the Intensive Livestock industry

n=98)


shown above.




Table 92: Retirement and business succession (Intensive Livestock Industry)

Business owners or

managers in the Intensive Livestock

industry


Intensive Livestock industry planning to retire in next 5-10

years




Yes 45% Yes 45%

No 49% No 55%



No 75%

Don’t know 2%




Q9d. Do you have a succession plan in place? (Base: Business owners and managers in the Intensive

Livestock industry planning to retire in next 5-10 years n=44)


managers in the Intensive Livestock industry planning to retire in next 5-10 years n=44)




Table 93: Qualifications and Training (Intensive Livestock Industry)


Total Intensive

Livestock Industry




Yes 19% Cost 29%


Don’t know 0% Staff motivation 7%


Accessibility - distance to facilities 6%

Field days 24% Limited information on course content / options

6%


34% Availability of skilled trainers 6%

Hands on / on-site training 20% Nothing 5%

Face to face training / face to face 4% Attitude incl: finding the right people who willing to learn

5%

Participating in online courses 3% Availability of courses 4%



3%

College / TAFE 1% Don’t need more staff / don’t need training

3%

Don’t know 8% Government rules and legislations incl: WH&S / employment red tape

2%

Lack of interest from young people 1%


1%


Insurance risk 1%

Other 2%

Don’t know 23%


OUT. SR (Base: Total Intensive Livestock industry n=100)


courses etc? DO NOT READ OUT. SR. (Base: Total Intensive Livestock industry n=100)


Total Intensive Livestock industry n=100)




Table 94: Use of migrant workers (Intensive Livestock Industry)


Businesses in the Livestock Industry who



Prior use of migrant workers (Q12a) Recruitment sources (Q12d)

Yes 10% Recruitment company **

No 90% Online job ads **



**

0 94% Ads on bulletin boards/around town **

1 0% Walk-bys **

2 2% Backpacker lodgings **

3 0% Facebook **

More than 3 4% Other **

Mean 1.0

Median 0




Stockman 4%


Other 1%


90%

Q12a. Have you ever employed migrant workers? (Base: Total Intensive Livestock industry n=100)


(Base: Total Intensive Livestock industry n=100)

Q12c. What jobs do these migrant workers do? DO NOT READ OUT. MR (Base: Total Intensive Livestock

industry n=100)

Q12d. How do you find these migrant workers? DO NOT READ OUT. MR (Base: Businesses in the

Intensive Livestock industry who have employed migrant workers in the past n=10)





Table 95: Staff numbers in the next 2 years (Intensive Livestock Industry)

Nett 1 or more (%


Number of staff

0 1 2 3

More than 3

TOTAL Mean Median

Full time 32% 68% 10% 8% 5% 8% 100% 1.2 0

Part time 28% 72% 16% 6% 3% 3% 100% 0.2 0

Casual 21% 79% 7% 7% 4% 3% 100% 0.7 0

Contract 31% 69% 6% 10% 4% 10% 100% 0.8 0


years? (Base: Total Intensive Livestock industry, excluding those who indicated don’t know minimum n=97)



Table 96: Sample profile (Intensive Livestock Industry)




Intensive Livestock 100% I am a manager 6%


Intensive Livestock 92% Business role (SC3a)





Grain and feed 9% Other 73%

Intensive Livestock 7% Business type (Q13)










READ OUT. SR


NOT READ OUT. SR






Base: Total Intensive Livestock industry (n=100)



4.5. Production Horticulture.


Table 97: Number of full time and part time staff (Production Horticulture Industry)



staff)


0 1 2 3

More than 3

TOTAL Mean Median

Full time staff 43% 57% 9% 11% 5% 17% 100% 7.2 0

Part time staff 23% 77% 7% 8% 3% 5% 100% 1.9 0


NUMBER 0 - 999 (Base: Total Production Horticulture industry n=149)


NUMBER 0 - 999 (Base: Total Production Horticulture industry n=149)


Table 98: Number of casual staff employed annually (Production Horticulture

Industry)

Total Production Horticulture Industry


Casual staff


0 28%

1 4%

2 9%

3 4%

More than 3 55%

Mean 25.3

Median 5


Production Horticulture industry n=149)



Table 99: Casual labour roles (Production Horticulture Industry)





Picking 40% Sorting* 4%


30% Customer service incl. sales, retail*

3%

Packing* 19% Spraying 3%

Harvesting 15% Irrigation 1%

Vegetation management incl. weeding, thinning, mowing, watering, pruning, garden maintenance etc *

12% Stockwork incl. mustering, cattlework, branding, husbandry, feeding stock*

1%

Planting 9% Fencing 1%


5% Repairs and maintenance* 1%

Machinery operation 4% Other 3%


Q3b. What does your casual labour do for you? DO NOT READ OUT. MR. (Base: Total Production

Horticulture industry n=149)





Table 100: Use of contractors (Production Horticulture Industry)





Yes 30% Manual/ general labour 9%

No 70% Harvesting 7%

Number of contractors (Q4b) Machinery operator/maintenance

5%

0 70% Picking 3%


2 7% Spraying 2%

3 3% Irrigation 1%

More than 3 6% Stockwork* 1%

Mean 0.8 Planting 1%

Median 0 Fencing 1%

Repairs and maintenance* 1%

Packing* 1%

Other 9%


70%

Q4a. Do you use contractors on a semi-regular or regular basis? IF REQUIRED: not just a once off need or specialist need (Base: Total Production Horticulture industry n=149) Q4b How many contractors do you use? RECORD NUMBER 0-999 (Base: Total Production Horticulture industry n=149) Q4c. What do your contractors do for you? DO NOT READ OUT. MR (Base: As shown) * Response option





Table 101: Position descriptions occupied (Production Horticulture Industry)

Number of businesses with staff in particular position

descriptions


0 1 2 3 More than 3

TOTAL Mean Median

Owner / manager 99% 1% 26% 48% 13% 13% 100% 1.9 2




40% 60% 30% 7% 1% 2% 100% 0.2 0

Supervisor 38% 62% 18% 9% 4% 7% 100% 0.1 0



29% 71% 17% 7% 1% 5% 100% 0.4 0



Other 9% 91% 3% 2% 0% 4% 100% 0.1 0

Stockman 4% 96% 3% 1% 0% 1% 100% 0.7 0


READ OUT. (Base: Total Production Horticulture industry n=149)


READ OUT. (Base: Total Production Horticulture industry n=149)

Table 102: Types of roles versus type of employment (Production Horticulture

Industry)

Type of employment


Contractor


roles)

TOTAL

Owner / manager 89% 17% 5% 0% 1% 100%

Supervisor 26% 3% 11% 0% 62% 100%



20% 14% 9% 2% 60% 100%


15% 3% 8% 5% 71% 100%





Stockman 3% 1% 1% 0% 96% 100%

Other 3% 3% 4% 1% 91% 100%


(Base: Total Production Horticulture industry n=149)




Table 103: Type and number of staffing changes in past 12 months (Production

Horticulture Industry)



nature)

Number of staff

0 1 2 3

More than 3

TOTAL Mean Median


41% 59% 8% 4% 5% 24% 100% 13.6 0


34% 66% 2% 6% 3% 23% 100% 12.4 0


28% 72% 7% 3% 2% 15% 100% 7.3 0


19% 81% 6% 3% 1% 10% 100% 1.9 0

Q6a(a). Over the past 12 months, how many… READ OUT. (Base: Total Production Horticulture industry

n=149)

Table 104: Reasons for redundancies or employment termination over past 12

months (Production Horticulture Industry)




Seasonal demand for staff being over 5%


Other 1%


Q6a(b). And was this due to…. READ OUT. MR. (Base: Total Production Horticulture industry n=149)



Table 105: New staff (Production Horticulture Industry)






46%

Labourer (including pickers) 27% Backpacker lodgings 23%



3% Walk-bys 13%


2% Newspaper ads 10%

Office manager / administration 1% Do not source/look for staff* 10%

Owner / manager 1% Labour hire company 9%

Supervisor 1% Online job ads 5%

Technical specialist 1% Contractors used on a regular basis*

2%

Other 3% Ads on bulletin boards/around town

1%

Not applicable (no new staff) 56% Through the unis/TAFEs/accreditation courses/other education

1%



filling? DO NOT READ OUT. MR (Base: Total

Production Horticulture Industry n=149)



1%

Other 1%

Q7. How do you currently source staff? DO NOT READ OUT. MR. (Base: Total Production Horticulture

Industry n=149)



Table 106: Current employment vacancies (Production Horticulture Industry)







No 87% Labourer (including pickers) 5%

Q8a. Do you have any current vacancy gaps? (Base: Total Production Horticulture industry n=149) Q8b. And what position descriptions are those

vacancies for? DO NOT READ OUT. MR (Base: Total



2%

Office manager / administration 1%

Packing shed worker 1%

Supervisor 1%

Other 1%





Table 107: Skills shortages (Production Horticulture Industry)

Total Production

Horticulture Industry

Business owners & Managers in Total

Production Horticulture Industry








Drivers incl: truck / forklift / tractors 4% Business management 4%

IT / computer literacy 3% Machinery skills incl: maintenance / welding / fabricator

4%

Positive attitude 3% Animal health incl: animal husbandry / nutrition / pregnancy testing / veterinary skills

4%

Good experienced workers 3% Marketing / sales skills 4%

A person with common sense 3% Office admin skills 3%





Appropriate licence to operate 2% Managerial skills incl: manager / supervisor

2%

Good social / communication skills 2% Agronomy 1%

Marketing / sales 1% Other 2%

Adequate English and math skills 1%

Irrigation operation skills 1%

Machinery operators 1%

Farm hands / farm skills 1%

Other 1%

Q9a. Are there particular skills missing in your workforce? DO NOT READ OUT. MR. (Base: Total



or have? RECORD VERBATIM (Base: Business owners and managers in the Production Horticulture

industry n=98)


shown above.




Table 108: Retirement and business succession (Production Horticulture Industry)

Business owners or

managers in the Production

Horticulture industry


Production Horticulture industry planning to retire in

next 5-10 years




Yes 50% Yes 40%

No 42% No 60%



No 57%

Don’t know 4%




Q9d. Do you have a succession plan in place? (Base: Business owners and managers in the Production

Horticulture industry planning to retire in next 5-10 years n=44)


managers in the Production Horticulture industry planning to retire in next 5-10 years n=44)




Table 109: Qualifications and Training (Production Horticulture Industry)

Total Production Horticulture

Industry


Industry




Yes 15% Cost 12%


Don’t know 1% Nothing 9%



7%

Field days 30% Accessibility - distance to facilities 5%

Hands on / on-site training 26% Staff motivation 5%


20% Language barriers 5%

Face to face training / face to face 9% Don’t need more staff / don’t need training

4%

Participating in online courses 5% Government rules and legislations incl: WH&S / employment red tape

4%

By any means 3% Continuity of staff commitment 4%

Nothing / no training necessary 1% Availability of courses 3%

College / TAFE 1% Lack of practical skills / experience on farm

3%

Don’t know 7% Hard work - low wages 3%

20% 2%



Decline in the industry / lack of job 1%

Lack of interest from young people 1%


Other 3%

Don’t know 23%


OUT. SR (Base: Total Production Horticulture industry n=149)


courses etc? DO NOT READ OUT. SR. (Base: Total Production Horticulture industry n=149)


Total Production Horticulture industry n=149)




Table 110: Use of migrant workers (Production Horticulture Industry)


Industry

Businesses in the Production

Horticulture Industry who



Prior use of migrant workers (Q12a) Recruitment sources (Q12d)

Yes 40% Through a contact/ friend/ family member

32%

No 60% Walk-bys 29%



0 71% Recruitment company 12%


2 3% Online job ads 7%

3 3% Newspaper ads 3%

More than 3 21% Other (specify) 5%

Mean 7.7

Median 0






Other 3%


60%

Q12a. Have you ever employed migrant workers? (Base: Total Production Horticulture industry n=149)


(Base: Total Production Horticulture industry n=149)

Q12c. What jobs do these migrant workers do? DO NOT READ OUT. MR (Base: Total Production

Horticulture industry n=149)


Production Horticulture industry who have employed migrant workers in the past n=59)




Table 111: Staff numbers in the next 2 years (Production Horticulture Industry)

Nett 1 or more (%


Number of staff

0 1 2 3

More than 3

TOTAL Mean Median

Full time 34% 66% 8% 8% 4% 13% 100% 2.1 0

Part time 19% 81% 10% 5% 1% 3% 100% 0.5 0

Casual 49% 51% 1% 4% 1% 43% 100% 27.3 0

Contract 19% 81% 7% 4% 3% 5% 100% 0.6 0


years? (Base: Total Production Horticulture industry, excluding those who indicated don’t know minimum

n=142) * NOTE: A small proportion of respondents indicated don’t know to this question (3% or less).

These responses are excluded from the charts above.

Table 112: Sample profile (Production Horticulture Industry)




Production horticulture 100% I am a manager 12%


Production horticulture 95% Business role (SC3a)

Beef – pastoral 3% A primary producer 96%




Production horticulture 8% Other 73%

Sugar cane 5% Business type (Q13)

Family owned business 95%









READ OUT. SR


NOT READ OUT. SR






Base: Total Production Horticulture industry (n=149)



4.5.12. Changes in employment over time (Production Horticulture

Industry)




industries, one of which was Production Horticulture. The purpose of this research was to determine,

for each industry:





skills requirement.





can be compared.

Insights


year of the research. Whilst there has been no change in the number of full time staff, this year has

seen a marginal increase in part time staff and a much larger increase in casual staff.

Figure 49 Trend data: Number of full time, part time and casual staff (Production


2011: Q2/3/4.Excluding yourself and any family members, how many full time/part time/casual staff do you employ? (n=150) 2015/16: Q1/Q2/Q3a. Excluding yourself and any family members, how many full time/part time/casual staff do you employ? RECORD NUMBER 0 - 999 (Base: Total Production Horticulture Industry n=149)

55%

57%

79%

77%

31%

28%

21%

20%

9%

15%

22%

13%

24%

23%

12%

8%

47%

59%

0% 20% 40% 60% 80% 100%

2011

2015/16

2011

2015/16

2011

2015/16


Full time staff

Part time staff

Casual staff



Figure 51 compares whether contractors were employed in each year of the research. There has

been a slight decrease in the employment of contractors, decreasing from 35% in 2011 to 30% in

2015/16.

Figure 50 Trend data: Employ contractors (Production Horticulture Industry)

2011: Q5a.Do you use contractors on a semi-regular or regular basis? (Base: Total Production

Horticulture Industry n=150)


need or specialist need (Base: Total Production Horticulture Industry n=149)


incidence of this within the Production Horticulture industry has increased significantly from 21% in

2011 to 40% in 2015/16.

Figure 51 Trend data: Employ migrant workers (Production Horticulture Industry)

2011: Q11b. Have you ever employed migrant workers? (Base: Total Production Horticulture Industry

n=150)

2015/16: Q12a. Have you ever employed migrant workers? (Base: Total Production Horticulture

Industry n=149)

35% 30%

65% 70%

0%

20%

40%

60%

80%

100%

2011 2015/16

Yes No

21% 40%

79% 60%

0%

20%

40%

60%

80%

100%

2011 2015/16

Yes No





source and this remains relatively consistent (47% in 2011, 46% in 2013/14). Recruitment via

backpacker lodgings has increased this year from 15% in 2011 to 23% in 2105/16, corresponding with

the large increase in employment of migrant workers in this industry as described earlier. Educational

institutions (uni/TAFE etc.) are no longer a popular source of recruitment compared to 2011.

Figure 52 Trend data: Recruitment sources (Beef Industry)

2011: Q10. How do you currently source staff? (Total Production Horticulture Industry n=150)

2015/16: Q7. How do you currently source staff? DO NOT READ OUT. MR. (Base: Total Production

Horticulture Industry n=149)


Representatives of the Production Horticulture industry were asked in both 2011 and 2015/16 to

forecast the number of staff they were likely to employ on a full time, part time, casual or contractor

basis in the next two years. Figure 54 shows the proportion of businesses likely to employ any staff of

this nature, while Figure 55 shows a detailed breakdown of the predicted numbers.

The proportion of businesses forecast to employ any full time, part time or casual staff in the next two

years remains consistent with 2011, whilst the proportion of businesses forecast to employ any

contractors remains stable. The increase in numbers of casual staff likely to be employed is quite

significant.

47%

15%

7%

9%

5%

0%

18%

0%

18%

46%

23%

13%

10%

5%

1%

1%

1%

35%

0% 20% 40% 60%


Backpacker lodgings

Walk-bys

Newspaper ads

Online job ads




Other (specify)

2011

2015/16



Figure 53 Trend data: Staff numbers in the next 2 years – Nett Any (Production


Figure 54 Trend data: Staff numbers in the next 2 years – Detailed breakdown

(Production Horticulture Industry)


(Base: Total Production Horticulture Industry n=150)


next 2 years? (Base: Total Production Horticulture industry, excluding those who indicated don’t know

minimum n=141)



16%

5%

29% 20%

34%

19%

49%

19%

0%

20%

40%

60%

80%

100%


2011 2015/16

84%

66%

95%

81%

71%

51%

80%

81%

9%

16%

4%

14%

11%

5%

11%

11%

7%

18%

4%

18%

44%

9%

8%

0% 20% 40% 60% 80% 100%

2011

2015/16

2011

2015/16

2011

2015/16

2011

2015/16


Full time staff

Part time staff

Casual staff

Contractor staff



4.6. Nursery and Garden.


Table 113: Number of full time and part time staff (Nursery and Garden Industry)



staff)


0 1 2 3

More than 3

TOTAL Mean Median

Full time staff 50% 50% 9% 10% 4% 27% 100% 3.7 0

Part time staff 33% 67% 14% 7% 0% 0% 100% 1.1 0


NUMBER 0 - 999 (Base: Total Nursery and Garden Industry n=70)


NUMBER 0 - 999 (Base: Total Nursery and Garden Industry n=70)


Table 114: Number of casual staff employed annually (Nursery and Garden Industry)

Total Nursery and Garden Industry


Casual staff


0 47%

1 10%

2 6%

3 7%

More than 3 30%

Mean 3.7

Median 1


Nursery and Garden Industry n=70)



Table 115: Casual labour roles (Nursery and Garden Industry)






33% Repairs and maintenance 4%


10% Packing* 3%


10% Harvesting 1%

Planting 9% Other (specify) 6%


7%


Q3b. What does your casual labour do for you? DO NOT READ OUT. MR. (Base: Total Nursery and

Garden Industry n=70)





Table 116: Use of contractors (Nursery and Garden Industry)





Yes 19% Manual/ general labour/various jobs

6%

No 81% Machinery operator/maintenance

4%

Number of contractors (Q4b) Planting 3%

0 81% Transportation/Driving, i.e. operating tractors, forklifts, farm vehicles

3%

1 6% Shearing 1%

2 3% Fencing 1%

3 3% Other (specify) 1%

More than 3 7%

Mean 0.6

Median 1


specialist need (Base: Total Nursery and Garden Industry n=70)

Q4b How many contractors do you use? RECORD NUMBER 0-999 (Base: Total Nursery and Garden

Industry n=70)






Table 117: Position descriptions occupied (Nursery and Garden Industry)




0 1 2 3

More than 3

TOTAL Mean Median

Owner / manager 100% 0% 41% 44% 6% 9% 100% 1.9 2


46% 54% 33% 7% 1% 4% 100% 1.1 0


Supervisor 33% 67% 16% 10% 1% 6% 100% 0.7 0


26% 74% 7% 10% 1% 7% 100% 0.7 0





Stockman 1% 99% 0% 0% 0% 1% 100% 0.1 0

Other (specify) 10% 90% 6% 0% 0% 4% 100% 1.9 0


READ OUT. (Base: Total Nursery and Garden Industry n=70)


READ OUT. (Base: Total Nursery and Garden Industry n=70)

Table 118: Types of roles versus type of employment (Nursery and Garden Industry)

Type of employment


Contractor


roles)

TOTAL

Owner / manager 87% 17% 7% 0% 0% 100%


30% 10% 9% 0% 54% 100%


Supervisor 30% 0% 4% 3% 67% 100%


17% 3% 9% 0% 74% 100%





Stockman 1% 0% 0% 0% 99% 100%

Other (specify) 6% 1% 1% 1% 90% 100%


(Base: Total Nursery and Garden Industry n=70)




Table 119: Type and number of staffing changes in past 12 months (Nursery and

Garden Industry)



nature)

Number of staff

0 1 2 3

More than 3

TOTAL Mean Median

Number of staff have lost where they have voluntarily left

41% 59% 14% 10% 6% 11% 100% 1.7 0

Number of new staff employed to replace staff losses

34% 66% 9% 7% 6% 13% 100% 0.5 0

Number of new staff have you employed in addition to existing workforce

16% 84% 4% 4% 1% 6% 100% 1.7 0

Number of staff made redundant or had employment terminated

23% 77% 11% 3% 3% 6% 100% 0.5 0

Q6a(a). Over the past 12 months, how many… READ OUT. (Base: Total Nursery and Garden Industry

n=70)


months (Nursery and Garden Industry)





Due to drought 3%

Other (specify) 0%


Q6a(b). And was this due to…. READ OUT. MR. (Base: Total Nursery and Garden Industry n=70)



Table 121: New staff (Nursery and Garden Industry)





Labourer (including pickers) 24% Through a contact/ friend/ family member (incl. word of mouth)

31%

Farm worker / farm hand 14% Do not source/look for staff* 26%


6% Online job ads 24%

Owner / manager 4% Newspaper ads 10%


1% Walk-bys 10%


Other (specify) 7% Labour hire company 4%

Not applicable (no new staff) 57% Through the unis/TAFEs/accreditation courses/other education

4%



filling? DO NOT READ OUT. MR (Base: Total



OUT. MR. (Base: Total Nursery and Garden Industry

n=70)




3%


3%



1%

Facebook 1%

Other (specify) 0%


Table 122: Current employment vacancies (Nursery and Garden Industry)






Yes 4% Labourer (including pickers) 3%

No 96% Other (specify) 1%

Not applicable (no employment gaps)

96%

Q8a. Do you have any current vacancy gaps? (Base: Total Nursery and Garden Industry n=70) Q8b. And what position descriptions are those vacancies for? DO NOT READ OUT. MR (Base: Total





Table 123: Skills shortages (Nursery and Garden Industry)


Business owners & managers in Nursery and Garden Industry






6% Marketing / sales skills 12%



IT / computer literacy 3% Business management 5%

Drivers incl: truck / forklift / tractors


A person with common sense 3% Better understanding of horticulture

3%


Accounting / finance 1% Financial management 2%

Good experienced workers 1% Managerial skills incl: manager / supervisor

2%

Machinery operators 1% Office admin skills 2%

Marketing / sales 1% Agronomy 2%

Other (specify) 1% Other (specify) 2%

Q9a. Are there particular skills missing in your workforce? DO NOT READ OUT. MR. (Base: Total Nursery

and Garden Industry n=70)


or have? RECORD VERBATIM (Base: Business owners and managers in Nursery and Garden Industry

n=60)


shown above.




Table 124: Retirement and business succession (Nursery and Garden Industry)

Business owners or

managers in the Nursery and Garden

Industry


Nursery and Garden Industry planning to retire in next 5-10

years




Yes 50% Yes 30%

No 48% No 70%



No 67%

Don’t know 0%




Q9d. Do you have a succession plan in place? (Base: Business owners and managers in the Nursery and

Garden Industry planning to retire in next 5-10 years n=30)


managers in the Nursery and Garden Industry planning to retire in next 5-10 years n=30)




Table 125: Qualifications and Training (Nursery and Garden Industry)






Yes 27% Cost 16%

No 73% Accessibility - distance to facilities 11%

Don’t know 0% Time commitment 11%


Nothing 11%


39% Staff motivation 10%


7%

Hands on / on-site training 9% Decline in the industry / lack of job 6%

Nothing / no training necessary 7% Lack of interest from young people

4%

Participating in online courses 6% Lack of practical skills / experience on farm

3%

Face to face training / face to face 4% Don t need more staff / don t need training

3%

Participating in webinars 1% Lack of government support / funds

3%

Other (specify) 0% Availability of courses 1%

Don’t know 4% Availability of skilled trainers 1%


Government rules and legislations incl: WH&S / employment red tape

1%


1%

Other (specify) 1%

Don’t know 30%


OUT. SR (Base: Total Nursery and Garden Industry n=70)


courses etc? DO NOT READ OUT. SR. (Base: Total Nursery and Garden Industry n=70)


Total Nursery and Garden Industry n=70)




Table 126: Use of migrant workers (Nursery and Garden Industry)


Businesses in Nursery and Garden Industry who have employed migrants

(ever)



Recruitment sources (Q12c)

Yes 11% Online job ads **

No 89% Through a contact/ friend/ family member

**


Backpacker lodgings **

0 91% Newspaper ads **

1 1% Walk-bys **


3 1%

More than 3 6%

Mean 1.0

Median 0





Stockman 0%



1%

Q12a. Have you ever employed migrant workers? (Base: Total Nursery and Garden Industry n=70)


(Base: Total Nursery and Garden Industry n=70)

Q12c. What jobs do these migrant workers do? DO NOT READ OUT. MR (Base: Total Nursery and

Garden Industry n=70)


Nursery and Garden industry who have employed migrant workers in the past n=8)





Table 127: Staff numbers in the next 2 years (Nursery and Garden Industry)

Nett 1 or more (%


Number of staff

0 1 2 3

More than 3

TOTAL Mean Median

Casual 44% 56% 9% 12% 7% 16% 100% 3.6 0

Full time 39% 61% 9% 7% 7% 16% 100% 1.5 0

Part time 18% 82% 3% 7% 1% 6% 100% 0.9 0

Contract 9% 91% 3% 3% 0% 3% 100% 0.3 0


years? (Base: Total Sheep Industry, excluding those who indicated don’t know minimum n=93)



Table 128: Sample profile (Nursery and Garden Industry)




Nursery and Garden 100% I am a manager 26%


Nursery and Garden 7% Business role (SC3a)

Grain and Feed 1% A primary producer 69%



Nursery and garden 9% South-East Queensland 44%

Production horticulture 6% Other 56%

Beef - pastoral 4% Business type (Q13)










READ OUT. SR


NOT READ OUT. SR






Base: Total Sheep Industry (n=70)



4.7. Sheep.


Table 129: Number of full time and part time staff (Sheep Industry)



staff)


0 1 2 3

More than 3

TOTAL Mean Median

Full time staff 16% 84% 15% 0% 0% 1% 100% 0.2 0

Part time staff 18% 82% 9% 3% 3% 0% 100% 0.5 5


NUMBER 0 - 999 (Base: Total Sheep Industry n=98)


NUMBER 0 - 999 (Base: Total Sheep Industry n=98)


Table 130: Number of casual staff employed annually (Sheep Industry)

Total Sheep Industry


Casual staff


0 44%

1 11%

2 10%

3 9%

More than 3 26%

Mean 3.4

Median 1


Sheep Industry n=98)



Table 131: Casual labour roles (Sheep Industry)





Shearing 41% Harvesting 2%


22% Transportation/Driving, i.e. operating tractors, forklifts, farm vehicles

1%


18% Machinery operation 1%

Fencing 6% Repairs and maintenance* 1%

Planting 2% Other (specify) 5%


Q3b. What does your casual labour do for you? DO NOT READ OUT. MR. (Base: Total Sheep Industry

n=98)





Table 132: Use of contractors (Sheep Industry)





Yes 69% Shearing 39%

No 31%


17%

Number of contractors (Q4b) Manual/ general labour/various jobs

16%

0 81% Harvesting 7%


7%

2 3% Fencing 7%

3 3% Planting 2%

More than 3 7% Transportation/Driving, i.e. operating tractors, forklifts, farm vehicles

2%

Mean 0.6 Spraying 1%

Median 0 Other (specify) 4%


specialist need (Base: Total Sheep Industry n=98)

Q4b How many contractors do you use? RECORD NUMBER 0-999 (Base: Total Sheep Industry n=98)






Table 133: Position descriptions occupied (Sheep Industry)




0 1 2 3

More than 3

TOTAL Mean Median

Owner / manager 99% 1% 33% 56% 6% 4% 100% 1.8 2



Stockman 20% 80% 5% 5% 5% 5% 100% 0.6 0


17% 83% 17% 0% 0% 0% 100% 0.2 0


17% 83% 6% 6% 1% 4% 100% 0.5 0

Supervisor 9% 91% 6% 3% 0% 0% 100% 0.1 0



Packing shed worker 1% 99% 1% 0% 0% 0% 100% 0 0

Other (please describe) 11% 89% 4% 4% 1% 2% 100% 0.3 0


READ OUT. (Base: Total Sheep Industry n=98)


READ OUT. (Base: Total Sheep Industry n=98)

Table 134: Types of roles versus type of employment (Sheep Industry)

Type of employment


Contractor


roles)

TOTAL

Owner / manager 97% 7% 2% 0% 1% 100%



Stockman 3% 5% 11% 2% 80% 100%


6% 8% 0% 3% 83% 100%


3% 5% 2% 8% 83% 100%

Supervisor 9% 0% 0% 0% 91% 100%




Other (please describe) 1% 0% 5% 5% 89% 100%


(Base: Total Sheep Industry n=98)




Table 135: Type and number of staffing changes in past 12 months (Sheep Industry)



nature)

Number of staff

0 1 2 3

More than 3

TOTAL Mean Median


13% 87% 10% 1% 0% 2% 100% 0.2 0


8% 92% 3% 0% 2% 3% 100% 0.3 0


6% 94% 4% 2% 0% 0% 100% 0.1 0


3% 97% 3% 0% 0% 0% 100% 0 0

Q6a(a). Over the past 12 months, how many… READ OUT. (Base: Total Sheep Industry n=98)


months (Sheep Industry)





Due to drought 1%

Other (specify) 0%


Q6a(b). And was this due to…. READ OUT. MR. (Base: Total Sheep Industry n=98)



Table 137: New staff (Sheep Industry)






77%

Labourer (including pickers) 4% Do not source/look for staff* 10%


2% Newspaper ads 9%

Other (specify) 0% Online job ads 5%




filling? DO NOT READ OUT. MR (Base: Total Sheep

Industry n=98)


OUT. MR. (Base: Total Sheep Industry n=98)




3%

Labour hire company 2%

Walk-bys 1%



1%

Other (specify) 0%


Table 138: Current employment vacancies (Sheep Industry)







No 93% Owner / manager 1%

Office manager / administration 1%

Other (specify) 0%

Not applicable (no employment gaps)

93%

Q8a. Do you have any current vacancy gaps? (Base: Total Sheep Industry n=98) Q8b. And what position descriptions are those vacancies for? DO NOT READ OUT. MR (Base: Total

Sheep Industry n=98)




Table 139: Skills shortages (Sheep Industry)


Business owners & managers in Sheep

Industry







IT / computer literacy 5% Accounting / book keeping 9%

Shearers 5% Machinery skills incl: maintenance / welding / fabricator

5%

Strong work ethic 4% Marketing / sales skills 5%





Farm hands / farm skills 2% Managerial skills incl: manager / supervisor

3%

Positive attitude 1%


3%

Accounting / finance 1% Office admin skills 2%

Good experienced workers 1% Technical skills / Technology 2%

Fencing 1% Other 0%

Other (specify) 2%

Q9a. Are there particular skills missing in your workforce? DO NOT READ OUT. MR. (Base: Total Sheep

Industry n=98)


or have? RECORD VERBATIM (Base: Business owners and managers in Sheep industry n=96)


shown above.




Table 140: Retirement and business succession (Sheep Industry)

Business owners or

managers in the Sheep industry

Business owners or managers in the Sheep industry

planning to retire in next 5-10 years




Yes 51% Yes 57%

No 40% No 43%



No 39%

Don’t know 2%



Sheep industry n=96)

Q9d. Do you have a succession plan in place? (Base: Business owners and managers in the Sheep



managers in the Sheep industry planning to retire in next 5-10 years n=49)




Table 141: Qualifications and Training (Sheep Industry)






Yes 8% Cost 26%

No 88% Accessibility - distance to facilities 16%

Don’t know 4% Time commitment 9%



8%

Field days 30% Lack of interest from young people

7%


28% Staff motivation 6%

Hands on / on-site training 14% Nothing 5%

Face to face training / face to face 7% Decline in the industry / lack of job 4%


3%

By any means 2% Availability of courses 3%

Participating in online courses 2% Availability of skilled trainers 3%

By telephone / skype 2% Competition from the mining industry

3%


1% Don’t need more staff / don’t need training

2%

Other (specify) 0% Hard work - low wages 2%

Don’t know 11% Accessibility - online connectivity 2%


1%

Lack of government support / funds

1%

Language barriers 1%

Insurance risk 1%

Other (specify) 1%

Don’t know 18%


OUT. SR (Base: Total Sheep Industry n=98)


courses etc? DO NOT READ OUT. SR. (Base: Total Sheep Industry n=98)


Total Sheep Industry n=98)




Table 142: Use of migrant workers (Sheep Industry)


Businesses in Sheep industry who





Yes 16%


**

No 84% Backpacker lodgings **


Online job ads **

0 95% Walk-bys **

1 1% Labour hire company **


3 0%

More than 3 2%

Mean 0.2

Median 0





Stockman 1%


84%

Q12a. Have you ever employed migrant workers? (Base: Total Sheep Industry n=98)


(Base: Total Sheep Industry n=98)

Q12c. What jobs do these migrant workers do? DO NOT READ OUT. MR (Base: Total Sheep Industry

n=98)

Q12d. How do you find these migrant workers? DO NOT READ OUT. MR (Base: Businesses in the Sheep






Table 143: Staff numbers in the next 2 years (Sheep Industry)

Nett 1 or more (%


Number of staff

0 1 2 3

More than 3

TOTAL Mean Median

Contract 47% 53% 14% 10% 4% 19% 100% 2.7 0

Casual 34% 66% 10% 10% 3% 12% 100% 1.2 0

Full time 19% 81% 10% 5% 2% 2% 100% 0.4 0

Part time 16% 84% 8% 5% 1% 2% 100% 0.4 0


years? (Base: Total Sheep Industry, excluding those who indicated don’t know minimum n=93)



Table 144: Sample profile (Sheep Industry)




Sheep 100% I am a manager 3%


Sheep 88% Business role (SC3a)


Grain and Feed 2% A supplier to primary producers 0%

Top secondary revenue streams (SC4B) Location (SC6)

None 31% South-East Queensland 2%

Beef - pastoral 42% Other 98%

Sheep 12% Business type (Q13)










READ OUT. SR


NOT READ OUT. SR






Base: Total Sheep Industry (n=98)



4.8. Sugar Cane


Table 145: Number of full time and part time staff (Sugar Cane Industry)



staff)


0 1 2 3

More than 3

TOTAL Mean Median

Full time staff 19% 81% 7% 6% 1% 5% 100% 0.9 0

Part time staff 13% 87% 9% 2% 1% 1% 100% 0.2 0


NUMBER 0 - 999 (Base: Total Sugar Cane industry n=150)


NUMBER 0 - 999 (Base: Total Sugar Cane industry n=150)


Table 146: Number of casual staff employed annually (Sugar Cane Industry)

Total Sugar Cane Industry


Casual staff


0 61%

1 11%

2 10%

3 6%

More than 3 11%

Mean 4.6

Median 0


Sugar Cane industry n=150)



Table 147: Casual labour roles (Sugar Cane Industry)





Planting 12%


1%


10% Packing* 1%


9% Spraying 1%

Harvesting 9% Shearing 0%

Machinery operation 5% Fencing 0%

Picking 3% Customer service incl. sales, retail*

0%

Irrigation 2% Sorting* 0%

Stockwork incl. mustering, cattlework, branding, husbandry, feeding stock *

1% Build modules 0%

Repairs and maintenance* 1% Other (specify) 3%


Q3b. What does your casual labour do for you? DO NOT READ OUT. MR. (Base: Total Sugar Cane

industry n=150)





Table 148: Use of contractors (Sugar Cane Industry)






No 28% Planting 27%

Number of contractors (Q4b) Spraying 11%

0 28% Transportation/Driving, i.e. operating tractors, forklifts, farm vehicles

6%


6%

2 19% Manual/ general labour/various jobs

3%

3 11% Irrigation 1%

More than 3 12%


1%

Mean 1.9 Build modules 1%

Median 2 Repairs and maintenance* 1% Not applicable (do not employ

contractors 28%


specialist need (Base: Total Sugar Cane industry n=150)

Q4b How many contractors do you use? RECORD NUMBER 0-999 (Base: Total Sugar Cane industry

n=150)






Table 149: Position descriptions occupied (Sugar Cane Industry)




0 1 2 3

More than 3

TOTAL Mean Median

Owner / manager 97% 3% 23% 53% 11% 11% 100% 2.2 2



23% 77% 17% 3% 1% 2% 100% 0.4 0


12% 88% 11% 1% 0% 1% 100% 0.2 0

Supervisor 9% 91% 7% 1% 0% 1% 100% 0.3 0



Packing shed worker 2% 98% 1% 1% 1% 0% 100% 0 0

Stockman 1% 99% 0% 0% 0% 1% 100% 0 0

QA / marketing / sales 1% 99% 0% 1% 0% 0% 100% 0 0

Other (please describe) 4% 96% 2% 1% 0% 1% 100% 0.1 0


READ OUT. (Base: Total Sugar Cane industry n=150)


READ OUT. (Base: Total Sugar Cane industry n=150)

Table 150: Types of roles versus type of employment (Sugar Cane Industry)

Type of employment


Contractor


roles)

TOTAL

Owner / manager 87% 21% 6% 0% 3% 100%



7% 3% 8% 6% 77% 100%


3% 6% 3% 0% 88% 100%

Supervisor 7% 1% 1% 1% 91% 100%




Stockman 1% 0% 0% 0% 99% 100%


Other (please describe) 1% 1% 1% 2% 96% 100%


(Base: Total Sugar Cane industry n=150)




Table 151: Type and number of staffing changes in past 12 months (Sugar Cane

Industry)



nature)

Number of staff

0 1 2 3

More than 3

TOTAL Mean Median


8% 92% 5% 2% 0% 1% 100% 0.2 0


8% 92% 4% 1% 1% 2% 100% 0.2 0


6% 94% 3% 1% 2% 1% 100% 0.1 0


5% 95% 3% 1% 1% 1% 100% 0.1 0

Q6a(a). Over the past 12 months, how many… READ OUT. (Base: Total Sugar Cane industry n=150)


months (Sugar Cane Industry)





Seasonal demand for staff being over 2%

Other (specify) 0%


Q6a(b). And was this due to…. READ OUT. MR. (Base: Total Sugar Cane industry n=150)



Table 153: New staff (Sugar Cane Industry)






6% Through a contact/ friend/ family member (incl. word of mouth)

59%

Farm worker / farm hand 4% Do not source/look for staff* 25%


Stockman 1% Walk-bys 5%




filling? DO NOT READ OUT. MR (Base: Total Sugar

Cane industry n=150)


OUT. MR. (Base: Total Sugar Cane industry n=150)



Labour hire company 4%


Online job ads 3%


3%



2%


1%

Other (specify) 1%


Table 154: Current employment vacancies (Sugar Cane Industry)






Yes 3% Machinery operator / maintenance

2%

No 97% Farm worker / farm hand 1%

Owner / manager 1%

Other (specify) 1%


Q8a. Do you have any current vacancy gaps? (Base: Total Sugar Cane industry n=150) Q8b. And what position descriptions are those vacancies for? DO NOT READ OUT. MR (Base: Total Sugar





Table 155: Skills shortages (Sugar Cane Industry)

Total Sugar Cane

Industry

Business owners & managers in Total

Sugar Cane Industry








3% Accounting / book keeping 5%

IT / computer literacy 2% Business management 5%

Strong work ethic 2% Financial management 5%


2% Machinery skills incl: maintenance / welding / fabricator

4%

Positive attitude 2% Agronomy 3%

Machinery operators 2% Managerial skills incl: manager / supervisor

2%

Appropriate licence to operate 1% Office admin skills 1%

Irrigation operation skills 1% Technical skills / Technology 1%

Drivers incl: truck / forklift / tractors

1%


1%

A person with common sense 1% Better understanding of horticulture

1%

Farm hands / farm skills 1% Drivers licences incl: truck / forklift / tractors

1%

Accounting / finance 1% BMP Accredited 1%

Shearers 1% Other 1%

Other (specify) 1%

Q9a. Are there particular skills missing in your workforce? DO NOT READ OUT. MR. (Base: Total Sugar



or have? RECORD VERBATIM (Base: Business owners and managers in Sugar Cane industry n=149)


shown above.




Table 156: Retirement and business succession (Sugar Cane Industry)

Business owners or

managers in the Sugar Cane industry


Sugar Cane industry planning to retire in

next 5-10 years




Yes 57% Yes 49%

No 37% No 51%



No 58%

Don’t know 2%



Sugar Cane industry n=149)

Q9d. Do you have a succession plan in place? (Base: Business owners and managers in the Sugar Cane



managers in the Sugar Cane industry planning to retire in next 5-10 years n=84)




Table 157: Qualifications and Training (Sugar Cane Industry)






Yes 17% Cost 20%


Don’t know 6% Staff motivation 9%


Nothing 8%


31% Limited information on course content / options

6%


5%

Hands on / on-site training 18% Lack of interest from young people

4%

Nothing / no training necessary 5% Accessibility - distance to facilities 3%

Face to face training / face to face 5% Lack of practical skills / experience on farm

3%


Participating in online courses 2% Don’t need more staff / don’t need training

3%

College / TAFE 1% Government rules and legislations incl: WH&S / employment red tape

2%

By telephone / skype 1% Lost productivity / covering staff for training

2%

Other - (specify) 0% Continuity of staff commitment 2%

Don’t know 11% Availability of courses 1%



Lack of government support / funds

1%

Competition from the mining industry

1%

Other (specify) 2%

Don’t know 30%


OUT. SR (Base: Total Sugar Cane industry n=150)


courses etc? DO NOT READ OUT. SR. (Base: Total Sugar Cane industry n=150)


Total Sugar Cane industry n=150)




Table 158: Use of migrant workers (Sugar Cane Industry)

Total Sugar Cane

Industry

Businesses in Sugar Cane industry who





Yes 29% Walk-bys 34%

No 71%


32%




1 1% Online job ads 7%

2 1% Newspaper ads 2%

3 0% Recruitment company 2%

More than 3 3% Ads on bulletin boards/around town

2%

Mean 0.3 Other (specify) 9%

Median 0






Other (specify) 0%


71%

Q12a. Have you ever employed migrant workers? (Base: Total Sugar Cane industry n=150)


(Base: Total Sugar Cane industry n=150)

Q12c. What jobs do these migrant workers do? DO NOT READ OUT. MR (Base: Total Sugar Cane

industry n=150)

Q12d. How do you find these migrant workers? DO NOT READ OUT. MR (Base: Businesses in the Sugar

Cane industry who have employed migrant workers in the past n=44)




Table 159: Staff numbers in the next 2 years (Sugar Cane Industry)

Nett 1 or more (%


Number of staff

0 1 2 3

More than 3

TOTAL Mean Median

Full time 38% 62% 10% 13% 6% 9% 100% 1.8 0

Contract 45% 55% 11% 10% 11% 12% 100% 1.9 0

Casual 28% 72% 8% 8% 2% 10% 100% 3.9 0

Part time 15% 85% 9% 4% 0% 2% 100% 0.3 0


years? (Base: Total Sugar Cane Industry, excluding those who indicated don’t know minimum n=145)



Table 160: Sample profile (Sugar Cane Industry)




Sugar Cane 100% I am a manager 5%


Sugar Cane 97% Business role (SC3a)





Production Horticulture 7% Other 99%

Sugar Cane 6% Business type (Q13)










READ OUT. SR


NOT READ OUT. SR






Base: Total Sugar Cane Industry (n=150)



5. Large Employer Insight – Qualitative Summary Report

5.1. Background

5.1.1. Research aim and methodology

One of the first tasks of the recently formed Rural Jobs and Skills Alliance (RJSA) was to define and

conduct a survey “to determine the what and where of rural jobs and skills demand and what, if any,

are the impediments to attracting and retaining appropriately skilled workers in those industries”. The

Queensland Farmers Federation (QFF), on behalf of RJSA, commissioned Colmar Brunton to

independently conduct the study in late 2015 and early 2016.

The first phase of the study was to sample a wide selection of industry operators across Queensland.

Telephone surveys were conducted (n=993 surveys) across a number of industry groups – ensuring

feedback specific to industry. These industries included:

Beef industry;

Cotton;

Grain and Feed;

Intensive Livestock (poultry, dairy, pigs);


Nursery and Garden;

Sheep; and

Sugar Cane.

The results, somewhat unsurprisingly, highlighted that a large number of farms employ no staff per

se, relying on themselves and family members to operate. Therefore to complete the full commercial

picture of Queensland agriculture, this research’s next focus was on the views of those who are in

agribusinesses that depend entirely on employees. As such, a second phase of interviews (indepth

interviews via the telephone) were conducted with representatives from n=23 such organisations that

have historically and continue to employ a wider staff base.

The key insights drawn from these conversations are presented within this summary report.


5.2. Key Insights

5.2.1. Current employment trends

For the most part, many representatives state that they have maintained a fairly consistent

employment base in recent times. There has been no fundamental shift in employment numbers – be

it up or down.

Many attribute this consistency to the fact that even though business prosperity can ebb and flow with

market trends and environmental conditions, the core basis of the operations need to be maintained

(e.g. cattle still need herding and feeding whether there is 1,000 or 5,000 head), and as such a fairly

stabilised workforce is maintained to ensure that operational capability is still there.

Furthermore, we heard of examples where the traditional business base might have been facing more

trying times (e.g. irrigated cotton), but that would just mean a refocus of operation on to other crops

that they also run – so the workforce is not downsized, but purely refocused onto other tasks or

operational capabilities.

So while we did see variation in the employment models used amongst the companies we spoke to

(the proportion of permanent full time versus casual and contract staffing), the core base number of

employees was considered to be fairly stable.

The variation in employment model seemed to be very individualised to a business. For example:

One highlighted having a core base of full time permanent staff on the books, but also a key

casual team that in essence was still part of that core team given most of the casual staff had

been there for well over 10 years. Beyond this they would bring in a wider (but short term)

casual and contractor workforce to deal with critical periods of operation or when business

was strong;

One made mention that they were starting with a wider casual staff base that provided a

platform to test out and train the staff accordingly – leading to the offer of permanent full time

positions to those who fitted the criteria; and

We saw others who had their consistent full time workforce, that would be supplemented by

casual and contractor workers as and when needed (dialling up and down the numbers to suit

the demand – without the wider demands required under permanent contracts).

5.2.2. An evolving world and industry

Several companies we spoke to reflected on how the agriculture industry itself was evolving, and

beginning to adopt new approaches to farming and business.

Technological advancements and the use of new high tech systems were helping to evolve the

industry itself. The use of drones, machinery automation, GPS tracking and guided systems were all

examples of how new technologies were reshaping how business is done. Such technological

advancements are in turn impacting the employment base itself – in some instances there was less

reliance on people as technology could replace traditionally human lead labour tasks. But in turn it

meant the need for more specialised skill sets, and new types of employees or contractors were being


sought. It also saw more emphasis being placed on an employee being more tech savvy with a wider

base of modern mechanical skills and IT backgrounds.

Other shifting models of work highlighted how some businesses were ‘partnering’ with other

businesses that had opposite seasonal cycles. The goal here was for a workforce to spend one

season with one business (during their peak seasonal period) and then in that business’s down time,

the workforce would then go to work for the partner company on their crop. Historically in the off

season a (casual) workforce would leave seeking further work to sustain them through a year; which

in turn usually led to many not coming back (and therefore a business would have to rehire and

retrain every season). But with this model of finding their staff alternative working arrangements in the

downtime, they could be more assured of that workforce coming back each season.

A further example of an evolving employment model was one where a business would outsource and

export certain roles and tasks to overseas companies (e.g. India). An example of this was while

traditionally a business would house its administration and accounting duties within the company, now

it was outsourcing those tasks to India for a much cheaper and faster process.

5.2.3. A review of the workforce

The ability to fill positions tended to once again vary from business to business. But in saying that,

there were some common trends and insights being noted around the industry.

CORE (OFTEN PERMANENT) POSITIONS:

Several made mention that it had become more difficult to find the right people to fill permanent

employment positions.

Some felt this was a generalised trend – meaning there were fewer skilled people to choose from for

any position in the agriculture industry. Some felt this was due to a lack of the right skill sets and fit

(discussed in the next section); while many just felt the industry itself had taken a hit in its appeal, and

as such attracting people to the regions and industry was more difficult. The mining boom had

impacted on the employment base, but this trend extended beyond just that enticement, as droughts,

uncertain futures, and trying times had led to a lacking industry reputation and poor perceptions.

People just didn’t feel there was the job security or opportunity still out there in the industry. And even

if they were employed, that lack of stability meant people were always with “one foot out the door” and

less committed then was once the case.

Others felt that the issue was more focused on finding people to fit the right specialised skill sets

they required – be it those with more of a technology grounding, or within specific remits of work (e.g.

irrigation specialists or agronomists). But this also was found to extend into more traditional jobs such

as farm managers, mechanics and stockhands – employers are looking for a better-rounded and

broader skill set and initiative – something that seems to be hard to find these days (especially in the

new generation coming through)

As some found it difficult to find the right people to fill positions, they were forced to change their

approach and instead go with contractor arrangements. One company we spoke to expressed how

it had been so hard to find the right mix of staff to operate their workshop that they decide to

outsource this part of their business to a contractor. Contractors were also used for more specialised


services – some spoke of their former staff leaving the business to become contractors and

consultants to the wider industry in specialists areas (which they in turn would then hire ongoing again

to support their business).

A SHIFTING WORLD (AND YOUTH):

Many felt that times were changing and in turn making it harder for the industry. This was seen to be

particularly the case with the youth.

Where once the industry was fed by youth in regional areas staying to work on properties, many were

now leaving regional areas for other adventures and university studies. And as we noted in the

previous section, companies were seeing less stability in the youth (always one foot out the door, or

poor perceptions and confidence in the industry) as access to information and other opportunities is

now more readily available through the Internet.

Some felt that there were less young ones coming in from high school these days, so in turn you

weren’t seeing them come back (if they did) until later in life.

Other companies felt that there was a big cultural shift happening these days. There are considerably

less middle aged (and often skilled) people to draw from these days (many went off to mining jobs),

and as such there is a greater reliance on younger people who are often “too green” and lacking in

real experience. This has meant a lot more management and training has been required to look after

the younger ones being brought in.

Beyond this, some felt that there was an improved presence of females in the industry these days,

moving away from the historic gender skew towards males.

CASUAL STAFF:

There is a feeling that there are a lot less casual staff to draw from in the regional areas these days –

once again driven by the perceived downturn in the industry.

But from the pool of casuals out there, access to those who are seeking work is not necessarily the

issue - there are repeat casual staff that come back every season, and beyond this, word of mouth

and proactive approaches by people looking for work has feed some of the demand. But the issue is

that quality casual staff has become more difficult to come by. Those with past experience, the right

well-rounded skill sets and drive to perform are less common. There are also felt to be more

demanding people out there who expect unrealistic perks and benefits.

The grey nomads are still seen to be a fairly reliable workforce – still present in the regions, who are

consistently reliable and hard workers (more traditional work ethics). They are also more self-

sufficient, be that in accommodation and common sense and problem solving.

MIGRANTS:

Very few companies were actively seeking migrant workers – given the added complexities of dealing

with visas, additional costs, language barriers etc. But there were a lot of immigrant workers already


in the country to draw from, who had many of the qualities and skill sets that companies are currently

unable to find in a local workforce.

Migrant workers are viewed in a very positive way – they enter the job with a strong work ethic and

driving force (e.g. to support their family back home) and are seen as very reliable, and not put off by

the more remote and simple living arrangements.

Some companies had several migrants on their workforce (< 5), across a range of job types. Quite

often they were filling roles that they had been unable to fill as “suitable” candidates from within the

Australian workforce were not being found (e.g. mechanics).

Several mentioned that their migrant numbers had grown – not specifically driven by their

employment drive, but driven by enquiries and recommendations from currently employed migrants

as to friends they had back home who were seeking work and had the right skill sets.

5.2.4. Roles and skills expectation

Many representatives we spoke to, reflected on the difficulty they had in finding staff who exhibited

the employee traits they sought.

Past experience (be it growing up on a farm or in a regional area, or past work experience) was an

ideal attribute employers wanted. Some felt it was a lot harder these days to find those experienced

people to fill positions (e.g. farm managers). Many they expected (often middle aged individuals) had

gone to work in the resource sector where their multi-talented skill sets would be valued and

compensated well for.

Having a broad skill set was also a trait many sought but found hard to find these days. Within the

livestock space, stock handlers were an area for example where it is hard to find people who

exhibited a wide array of skills that they felt is essential to perform in the role (e.g. cattle knowledge

and very strong horse riding skills). For some this broader skill set equated to a general ability to think

outside the box and adapt to a situation – utilising a wide set of skills to fix a problem (e.g. a broken

down vehicle that is a long distance from support services).

As highlighted earlier, there is also a technological shift occurring in the industry that is seeing a

greater degree of complexity in even traditional machinery such as tractors and harvestors. More

complex machinery and the use of wider IT capabilities and computing (e.g. GIS and GPS systems) in

turn reflects on the need for a more tech savvy workforce.

Work ethics, behaviour and attitudes is an area that was expressed as essential these days, and

something many now focus very heavily on when seeking employees (and in ongoing training). Many

of the sites of operation for example are isolated sites where one will spend a lot of time with others

(of different ages and genders), and as such the ability to adapt and fit in to this environment is

paramount.

A point raised by quite a few representatives that we spoke to highlighted that while they don’t seek

migrants per se, one of the greatest traits the migrant workers coming in have is that they have

exceptional work ethic and attitudes. On the other end of the scale, most reflected on how they

disliked hiring people who had come from the mining and resource sector – basically because these


people had become very accustomed to (and hence demanded) huge salaries and ‘cushy’ conditions.

They had become accustomed to not thinking for themselves and only doing what was in their narrow

job description – everything else beyond this was someone else’s job. They also have become

accustomed to just being told what to do all the time, and right down to exact steps and tasks. This

work ethic was seen as toxic and a problem when entering or returning to other industries where you

are expected to problem solve and be a jack of all trades that shows initiative.

Workplace safety was also an area of renewed focus for employers, and something they both teach

and hope to find in potential staff (e.g. first aid and health and safety training).

5.2.5. Access to training

Access to training was often hindered by distances and cost – logistically getting employees to

courses (often in cities or key regional locations). It would usually mean lost time and money with

travel, accommodation costs and then course costs.

Much of the training was therefore done in-house to better manage the costs and ensure what was

taught would suit their specific needs.

If more specialist training was required, some would in fact organise for the external trainer to come to

them rather than the employees travelling. This allowed for greater attendance and logistical ease.

As highlighted in the previous section, there was a greater focus on work ethics, behaviours and

attitudes training.

Onsite and real life training situations were seen as paramount. Most highlighted that these staff were

typically used to practical worlds rather than theoretical ones – and needed that hands on experience

to learn and grow. Web based training and theoretical courses would only bore these employees and

lead to a lack of real motivation and drive to learn.

Some highlighted that they didn’t feel training institutes were adequately preparing students to work in

the industry. Some felt the training lacked the reality to the real situation and also failed to deliver on

the basic skills (e.g. horsemanship) and the aforementioned work ethics.

5.2.6. Sourcing staff

Sourcing staff was seen to be via very typical methods – most would have certain HR functionality in

their business that would drive recruitment via online job ads, newspaper ads, industry publications,

and also recruitment companies.

Word of mouth was also a very big recruitment tool used for all types of employees – especially for

the causal, migrant and contractor roles.

Some would turn to labour hire companies to help source larger numbers of casual staff


6. Appendix A: Telephone (CATI) Questionnaire

QMS CATI QUESTIONNAIRE

NOTE TO INTERVIEWER: TEXT IN CAPITALS ARE INSTRUCTIONS TEXT IN SENTENCE CASE IS THE SCRIPT, WHICH SHOULD BE READ EXACTLY AS WRITTEN SR = SINGLE RESPONSE MR = MULTIPLE RESPONSE

SURVEY INTRODUCTION

INTRODUCTION Good morning/afternoon/evening. My name is [INTERVIEWER NAME] from Colmar Brunton Research. May I please speak to someone in your business who is a key decision maker in the hiring of staff? We are currently conducting an agriculture jobs study for the Queensland Farmers’ Federation, on behalf of the Queensland Rural Jobs and Skills Alliance. The studies goal is to gain a comprehensive understanding of the agriculture sectors jobs and occupational priorities, and we are looking to hear from as many individual agriculture employers and industry representatives as possible to ensure we have a robust view of the Queensland industry. It would be really valuable to get your businesses’ input. Is now a good time or would it be more convenient if I make an appointment to speak to you at another time? [RECORD CALL STATUS AS APPROPRIATE]. The survey is short and will take approximately 15 minutes. SC1 IDEN SC1. Are you happy to continue? SR

1. Yes 2. No

IF 2 IN SC1, ABORT


SCREENER

SC2. INDUSTRY CONFIRMATION SC2. Before we start can I please confirm whether your business, or the business you work for, is

involved in the agriculture industry in Queensland? DO NOT READ OUT. SR

1. Yes 2. No

IF 2 IN SC2, ABORT

SC3a. BUSINESS ROLE SC3a. And is the business…? READ OUT. SR

1. A primary producer 2. A supplier to primary producers

IF SC3a=2 ASK SC3b. OTHERS MOVE TO SC4a. SC3b. SUPPLY SERVICE SC3b. As a supplier to primary producers in the agriculture industry, what primary service do you

provide the industry? DO NOT READ OUT. MR

Irrigation 01

Transportation and logistics 02

Mustering 03

Mechanical – machinery / equipment 04

Contract harvesting 05

Storage / packing 06

Field and Earthworks (laser planning, dams etc) 07

Seed supplier/Contract Planting 08

Fertiliser/Chemicals/Spraying Services 09

Agronomy/Soils/Technical 10

Accounting/Book keeping/Financial Services 11

Legal 12

Other (please specify) 98

SC4a. PRIMARY INDUSTRY SC4a. Which industry sector does the business generate its primary stream of income from? DO

NOT READ OUT. SR SC4b. SECONDARY INDUSTRY SC4b. Which industry sector, if any, does the business generate its secondary stream of income

from? DO NOT READ OUT. SR

Industry sector SC4a. SC4b.

Nursery and Garden 01 01

Production Horticulture 02 02

Sheep 03 03

Beef – pastoral 04 04

Beef - intensive 05 05


Grain and Feed 06 06

Sugar Cane 07 07

Intensive Livestock 08 08

Cotton 09 09

Other (please specify) 98 98

SC4a MUST BE FROM THE DEFINED INDUSTRIES OF FOCUS (CODE 1-9) SC5. EMPLOYMENT STATUS SC5. Which of the following best describes your employment status within the business? READ OUT.

SR

I am the sole or joint owner 01

I am a manager 02

I am an employee 03

SC6. POSTCODE SC6. And what is the postcode of the businesses main site in Queensland? NOTE POSTCODE (4 DIGIT MAXIMUM) MUST BE A QLD POSTCODE (4000 – 4999)

MAIN BODY OF QUESTIONNAIRE

Q1. NUMBER OF FULL TIME STAFF Q1. Excluding yourself and any family members, how many full time staff do you employ?

RECORD NUMBER 0 - 999 Q2. NUMBER OF PART TIME STAFF Q2. Again excluding yourself and any family members, how many part time staff do you employ?

RECORD NUMBER 0 - 999 Q3a. NUMBER OF CASUAL STAFF Q3a. And what about casual/seasonal staff on an annual basis?

RECORD NUMBER 0 - 999 ASK Q3b if employ casual staff as per Q3a. Others go to Q4a Q3b. CASUAL LABOUR Q3b. What does your casual labour do for you? DO NOT READ OUT. MR


01

Manual/ general labour/various jobs 02

Harvesting 03

Irrigation 04

Machinery operation 05

Build modules 06

Picking 07

Spraying 08


Planting 09

Other – please specify 98

Q4a. CONTRACTOR SUPPLY Q4a. Do you use contractors on a semi-regular or regular basis? IF REQUIRED: not just a once off

need or specialist need

Yes 01

No 02

ASK IF Q4a = 1, ELSE SKIP TO Q5 Q4b NUMBER OF CONTRACTORS Q4b How many contractors do you use? RECORD NUMBER 0-999 Q4c. CONTRACTOR LABOUR Q4c. What do your contractors do for you? DO NOT READ OUT. MR


01

Manual/ general labour/various jobs 02

Harvesting 03

Irrigation 04

Machinery operation 05

Build modules 06

Picking 07

Spraying 08

Planting 09


Q5. POSITION DESCRIPTIONS Q5. Can you indicate how many employees you have using each of the following position

descriptions, and if these roles tend to be full time, part time, casual or contractor positions? READ OUT

NOTE NUMBER OF

EMPLOYEES FOR EACH NOTE EMPLOYMENT STATUS FOR EACH

Owner / manager

Full time

Part time

Casual

Contractor

Supervisor





Stockman


Packing shed worker

QA / marketing / sales

Other (please describe the role, number of employees, and the employment status)


Q6a. CHANGES IN STAFFING Q6a. Over the past 12 months, how many… READ OUT

NOTE NUMBER

FOR EACH

1. Staff would you have lost where they have voluntarily left

2. Staff have you had to put off

And was this due to: Business being down

Due to drought


Lack of performance

Other (please specify)

3. New staff you employed to replace staff losses

4. New staff have you employed in addition to your existing workforce

ASK Q6b IF THEY EMPLOYED NEW STAFF IN THE PAST 12 MONTHS (CODE 3 AND 4 IN Q6a). OTHERS PROGRESS TO Q7 Q6b. NEW STAFF ROLES Q6b. With those new staff you employed within the last 12 months, what position descriptions were

they filling? DO NOT READ OUT. MR

Owner / manager 01

Supervisor 02

Farm worker / farm hand 03

Labourer (including pickers) 04

Office manager / administration 05

Technical specialist 06

Stockman 07

Machinery operator / maintenance 08

Packing shed worker 09

Other (please describe) 98

Q7. SOURCE OF STAFF Q7. How do you currently source staff? DO NOT READ OUT. MR

Newspaper ads 01

Labour hire company 02

Recruitment company 03

Online job ads 04

Ads on-site e.g. sign on gate/window 05

Ads on bulletin boards/around town 06

Walk-bys 07

Backpacker lodgings 08


09

Through a contact/ friend/ family member 10

Facebook 11

Other (Specify) 12


Q8a. EMPLOYMENT GAPS Q8a. Do you have any current vacancy gaps? DO NOT READ OUT. SR

Yes 01

No 02

IF YES (CODE 1) AT Q8a, ASK Q8b. OTHERS MOVE TO Q9 Q8b. EMPLOYMENT GAP ROLES Q8b. And what position descriptions are those vacancies for? DO NOT READ OUT. MR

Owner / manager 01

Supervisor 02



Office manager / administration 05

Technical specialist 06

Stockman 07




Q9a. STAFF SKILL SETS Q9a. Are there particular skills missing in your workforce? DO NOT READ OUT. MR

Strong work ethic 01

Previous farm experience 02

Positive attitude 03

Good social / communication skills 04

Adequate English and math skills 05

IT / computer literacy 06

Appropriate licence to operate 07


ASK Q9b-e IF CODE 1 OR 2 IN SC5. OTHERS SKIP TO Q10a Q9b. SENIOR SKILL SETS Q9b. As an owner or manager of the business, are there any particular skills you would like to

improve on or have? RECORD VERBATIM

Q9c. RETIREMENT Q9c. Are you planning on retiring in the next 5 to 10 years?

Yes 01

No 02

IF CODE 1 IN Q9c, ASK Q9d AND Q9e. OTHERS SKIP TO Q10a. Q9d. SUCCESSION PLAN Q9d. Do you have a succession plan in place?

Yes 01

No 02


Q9e. EASE OF SUCCESSION PLANNING Q9e. Do you find succession planning difficult? DO NOT READ OUT. SR

Yes 01

No 02

Q10a. QUALIFICATIONS Q10a. Is there a preference to employee staff with certificate 2 and above qualifications? DO NOT

READ OUT. SR

Yes 01

No 02

Don’t know 03

Q10b. TRAINING DELIVERY METHODS Q10b. What is your preferred delivery method for workforce training – e.g. face to face classes, online

courses etc? DO NOT READ OUT. SR Q10c. IMPEDIMENTS TO TRAINING Q10c. What, if anything, inhibits the training of staff in your industry? DO NOT READ OUT. MR Q11. FUTURE EMPLOYMENT Q11. How many people do you envisage employing full time, part time, casual or contract in the next

2 years?

FULL TIME: RECORD NUMBER 0 - 999 PART TIME: RECORD NUMBER 0 -999 CASUAL: RECORD NUMBER 0 - 999 CONTRACT: RECORD NUMBER 0 - 999

Participating in workshops or classes 01

Participating in online courses 02

Participating in webinars 03

By reading materials at my own pace 04

By telephone / skype 05

Field days 06

By any means 07


Don’t know 99

Cost 01

Time commitment 02

Accessibility – distance to facilities 03

Accessibility – online connectivity 04

Staff motivation 05

Limited information on course content / options 06


Don’t know 99


Q12a. PRIOR USE OF MIGRANT WORKERS Q12a. Have you ever employed migrant workers?

Yes 01

No 02

IF CODE 1 AT Q12a, ASK Q12b-d. OTHERS MOVE TO Q13. Q12b. NUMBER OF MIGRANTS Q12b. How many migrant workers would you have hired in the past 12 months?

RECORD NUMBER 0-999 Q12c. MIGRANT TASKS Q12c. What jobs do these migrant workers do? DO NOT READ OUT. MR



Stockman 03




Q12d. SOURCING MIGRANTS Q12d. How do you find these migrant workers? DO NOT READ OUT. MR

Newspaper ads 01

Labour hire company 02

Recruitment company 03

Online job ads 04

Ads on-site e.g. sign on gate/window 05

Ads on bulletin boards/around town 06

Walk-bys 07

Backpacker lodgings 08


09

Through a contact/ friend/ family member 10

Facebook 11

Other (Specify) 12

DEMOGRAPHICS

Thank you for your time. I just have a few quick final questions to help us classify our data collection… Q13 BUSINESS TYPE Q13 Is your business a…? READ OUT (SR)

Family owned business 01

Corporate business 02


Q14 ANNUAL TURNOVER Q14 What is the annual turnover of the business? READ OUT. SR

Less than $1 million 01

$1 million to $4.9 million 02

$5 million to $19.9 million 03

$20 million and over 04

Q15 LENGTH OF OPERATION Q15. How long has the business been in operation? DO NOT READ OUT (SR)

Less than 5 years 01

Between 5 – 10 years 02



More than 50 years 05

Refused / don’t know 99

CONCLUSION

That’s the end of the survey. Thank you so much for your time, it has been greatly appreciated! Just a reminder this survey was conducted for the Queensland Farmers’ Federation on behalf of the Queensland Rural Jobs and Skills Alliance.

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