Pathways to Farming: Training Aspiring Farmers and Improving Employment Practices

Commodities

Practices

This proposal, titled Pathways to Farming: Training Aspiring Farmers and Improving Employment Practices, responds to two barriers facing specialty crop farms: the need for hands-on training for aspiring farmers and the difficulty of securing skilled labor. Our farm apprenticeship program has two goals: to help established farmers strengthen their hiring and employment practices, and to provide aspiring farmers with practical training in specialty crop production.

The project will use a two-phase approach. In Phase One, participating farms will enroll in the FairShare CSA Coalition's Becoming the Employer of Choice (BTEC) program. This program was co-created by vegetable farm owners and managers and blends research-based techniques with real-world examples to attract and retain employees. It supports improved employee relations for both farmers and their teams, regardless of prior management experience. Peer-to-peer discussion drives learning and each session is delivered by farmers and BTEC staff. Through workshops, peer learning, and one-on-one technical assistance, farmers will refine employee onboarding and training and receive coaching on supervision, communication, and conflict resolution. Each farm will develop a hiring process to attract candidates and help them succeed prior to hosting an apprentice.

In Phase Two, aspiring farmers will be recruited through regional networks and matched with host farms based on their skills, goals, and farm needs. Once paired, the host and apprentice will co-develop a seasonal work plan aligned with both parties' objectives. Apprentices will then engage in a paid, on-farm placement guided by this plan. Project staff will coordinate site visits and regular check-ins to ensure alignment between learning goals and daily work.

To support both groups, the project will establish employer and apprentice cohorts that meet regularly to troubleshoot challenges, share solutions, and build networks. Evaluation will include pre- and post-program surveys, retention tracking, and documentation of employment practice changes.

The anticipated outcomes are threefold. First, improved hiring and management practices will help farms attract and retain employees. For farmers and ranchers, this means less time spent hiring and training, and greater operational efficiency.

Second, connecting aspiring farmers with experienced operations strengthens the local food system by increasing the number of trained producers. For established farmers and ranchers, this creates a pipeline of skilled workers and supports long-term succession and transition planning.

Finally, placing new farmers on operations already practicing sustainable methods encourages broader adoption of environmentally beneficial practices. Together, these outcomes support more economically and ecologically sustainable farm businesses.

This project is designed to produce measurable learning and action outcomes for both participating farmers and aspiring farmers, while contributing to longer-term system-level change across the North Central Region's specialty crop sector. By combining employer training with structured, paid apprenticeships, the project addresses both workforce development and employment quality, two key points for improving farm viability and strengthening regional food systems.

Learning Outcomes

For participating farms, the primary learning outcomes will include increased knowledge and skills related to effective hiring, employee management, and workplace communications. Farm owners and/or farm managers will participate in Becoming the Employer of Choice (BTEC) program. BTEC is a comprehensive, 9-part series developed through the SARE-funded project, "Peer-to-Peer Labor Management Training for Diversified Organic Vegetable Producers" (GNC20-303). Partnering with FairShare CSA to offer BTEC will equip farm owners and managers with practical tools to enhance labor management and employee relations, covering essential topics such as professional hiring practices, effective onboarding, leadership development, and strategies to motivate and retain farm workers.

Through participation in the BTEC program and associated technical assistance, farmers will gain a clearer understanding of how to develop accurate job descriptions, implement structured onboarding processes, and establish fair and transparent compensation practices. They will also build skills in supervision, conflict resolution, and performance evaluation. In addition, farmers will increase their awareness of how workplace practices, communication, and management practices influence employee retention and overall farm productivity.

For aspiring farmers, learning outcomes will focus on increased technical knowledge and practical skills in sustainable specialty crop production. Apprentices will gain hands-on experience in crop planning, soil health practices, planting and harvesting techniques, and post-harvest handling. Beyond technical skills, they will develop a stronger understanding of the day-to-day realities of farm work, including the physicality of the work, time management, problem-solving, and teamwork. Participation in the program will also increase their awareness of career pathways in agriculture and help them assess whether farming aligns with their long-term goals and capacities.

Action Outcomes

The project is designed to translate these learning gains into concrete changes in behavior and practice. For farmers, action outcomes will include the implementation of improved hiring and management systems. Participating farms will adopt written job descriptions, formal onboarding procedures, and clearer communication practices with employees. Many will revise compensation structures or workplace policies to improve job quality. As a result, farms are expected to experience reduced employee turnover, improved worker satisfaction, and more stable labor availability during critical production periods.

Farmers will also take on more intentional mentorship roles, using structured training plans to guide apprentices' learning. This represents a shift from informal, ad hoc training to a more deliberate and effective approach that benefits both the farm and the apprentice. Following completion of the formal program, participating farm hosts will have access to a listserv through the BTEC program reserved for graduates of the program only. Through this peer learning network and periodic check-ins to support ongoing implementation of improved employment practices. Farm hosts will be encouraged to remain engaged through this cohort listserv helping sustain long-term impact and reinforce peer-learning.

For aspiring farmers, action outcomes will include the application of learned skills in real-world settings and increased engagement in agricultural career pathways. By the end of the apprenticeship, participants will have completed on-farm work and will be able to demonstrate competency in key production practices. A portion of participants are expected to pursue further employment in agriculture, seek additional training opportunities, or begin planning their own farm enterprises. Even for those who choose not to continue in farming, the program will support informed decision-making, reducing uncertainty and improving alignment between individual goals and career choices.

System-Level Contributions

While system-level change extends beyond the scope of a single project, these learning and action outcomes will contribute to broader shifts in the regional agricultural system. Improved employment practices among participating farms will help establish more competitive, attractive agricultural jobs, contributing to a stronger and more stable labor market. As more farms adopt structured management approaches, the overall quality of farm employment in the region is expected to improve.

In tandem, the project will strengthen the pipeline of skilled agricultural workers and future farmers. By providing accessible, paid, hands-on training opportunities, the program lowers barriers to entry and supports the development of a more stable and capable workforce. Over time, this contributes to increased farm viability, greater production capacity, and enhanced local food systems.

The project will also generate a replicable model that integrates employer training with workforce development. Lessons learned and best practices will be shared with other organizations and producers, amplifying the project's impact beyond direct participants.

Indicators of Success (3-5 Years)

Success in the near term will be measured through specific, trackable outcomes. These may include:

• All participating farms adopting at least two new or improved employment practices (e.g., written job descriptions, onboarding systems, or formal evaluation processes).

• Measurable reductions in employee turnover or increased employee retention on participating farms.

• High levels of farmer-reported confidence in managing employees and training apprentices.

• Completion of apprenticeship placements by participants, with documented skill gains.

• A significant portion of apprentices continuing in agriculture through employment, further training, or independent ventures.

Within three to five years, success would be reflected in sustained use of improved employment practices by participating farms, continued engagement of farmers in peer learning networks, and evidence that former apprentices remain active in the agricultural sector. More broadly, success would include increased recognition among producers and agricultural service providers that improving job quality and investing in workforce development are essential strategies for building stronger farm businesses.

Together, these outcomes demonstrate a clear pathway from learning to action to longer-term system impact, aligning with NCR-SARE priorities for advancing sustainable agriculture through practical, farmer-informed solutions.