Defining the Role

Defining the role is the first step in hiring — a clear picture of the tasks, skills and level needed, captured in a written position description.

Conduct a job analysis

Before recruiting, define the role and the kind of person needed. A job analysis identifies the tasks, skills, responsibilities, reporting lines and pay required, and whether the role is likely to change or need updating over the next 12 months.

Outline the role and its level

Consider which areas of the farm the employee will work in and the specific tasks involved, as well as the level of the position — from trainee farm hand through to business manager.

Tip

Align the job category with the appropriate classification under the Pastoral Award 2020 — pay is set by classification. See the Packages section

Write the position description

A clear position description should include:

  • the job title,
  • a brief summary of the role and how it fits within the business,
  • the key tasks and responsibilities,
  • reporting lines and working relationships,
  • performance expectations, and
  • any relevant project timeframes.

A written position description sets clear expectations and supports performance management later.

Tip

Revisit the position description as the role evolves — it underpins the job advertisement, the interview, and later performance reviews.

Common questions

What is a position description?

A written outline of a role — its title, purpose, key tasks, reporting lines and performance expectations — used to recruit for and later manage the role.

What should a dairy farm position description include?

The job title, a brief role summary, key tasks and responsibilities, reporting lines, performance expectations, and any project timeframes — aligned to the relevant Pastoral Award classification.

Why align a role to an award classification?

Because pay is set by classification under the Pastoral Award 2020. Matching the role to the right classification helps set correct pay — see the Pay Rates section.